Fill a Valid Da 2166 9 1 Form

How to Use Da 2166 9 1

Filling out the DA Form 2166-9-1, commonly known as the NCO Evaluation Report for Sergeants, is a crucial process for evaluating non-commissioned officers (NCOs) in the U.S. Army. This form records an NCO's performance and potential, and it is used to make decisions about promotions, future assignments, and other career development opportunities. To ensure accuracy and completeness, it is important to follow the steps carefully when completing this form.

1. Gather all necessary information: Before you start filling out the form, make sure you have all the required information, including the NCO’s full name, Social Security Number (SSN) or DOD Identification Number, rank, date of rank, primary military occupational specialty code (PMOSC), unit, organization, station, ZIP code or APO, major command, status code, and unit identification code (UIC).
2. Fill in Administrative Data (PART I): Enter the NCO's full name, SSN or DOD ID No., rank, date of rank, PMOSC, unit, organization, station, ZIP or APO, major command, and status code. Complete the UIC, reason for submission, period covered, rated months, nonrated codes, number of enclosures, and the rated NCO’s email address.
3. Complete Authentication (PART II): This part must be filled out by the rater. Include the rater’s name, SSN or DOD ID No., signature, date, rank, PMOSC/branch, organization, duty assignment, and email address. Fill in the senior rater and supplementary reviewer's details similarly if applicable. Mark if a supplementary review is required and add comments if enclosed.
4. Describe Duty (PART III): The rater should provide the NCO’s principal duty title, duty MOSC, a detailed account of daily duties and scope, areas of special emphasis, and any appointed duties.
5. Evaluate Performance (PART IV): Here, the rater must assess the NCO’s performance in various categories: Character, Presence, Intellect, Leads, Develops, and Achieves. For each category, select if the standard was met or not, and provide bullet comments for clarification.
6. Fill in Overall Performance and Potential (PART V): The senior rater completes this section. Choose one box that represents the rated NCO’s overall potential compared to others. List two successive assignments and one broadening assignment that would benefit the NCO's career progression.
7. Review and Obtain Signatures: Ensure the rated NCO has seen the completed report and is aware of the appeals process. Collect the rated NCO’s and all raters’ signatures along with dates to authenticate the evaluation.

Completing the DA Form 2166-9-1 accurately and thoroughly is vital for the fair and effective evaluation of NCOs. It is not only about assessing past performance but also about identifying potential and setting the path for future development. Follow these steps meticulously to ensure a comprehensive review.

What is the DA Form 2166-9-1 used for?

The DA Form 2166-9-1, also known as the NCO Evaluation Report (SGT), is used within the United States Army to evaluate non-commissioned officers (NCOs) who hold the rank of Sergeant. It serves as a key document in assessing an NCO's performance and potential for future leadership roles, based on their duty performance, professionalism, attributes, and competencies.

Who fills out the DA Form 2166-9-1?

This form is completed by the rated NCO's superiors, specifically the rater and the senior rater. The rater is the immediate supervisor responsible for direct evaluation, while the senior rater offers a broader perspective on the NCO's potential compared to others in the same grade. If required, a supplementary review can be conducted by an appointed individual who provides additional insight into the evaluation process.

What are the key sections of the DA Form 2166-9-1?

The form is divided into several important sections:

• Part I - Administrative Data: This section captures basic information about the NCO, including name, social security or DOD ID number, rank, and unit details.
• Part II - Authentication: Here, the rater and senior rater acknowledge their evaluation roles and responsibilities with their signatures.
• Part III - Duty Description: The rater outlines the NCO’s principal duties, scope of responsibilities, and any appointed duties.
• Part IV - Performance Evaluation: This critical section is where the rater assesses the NCO's performance across various competencies and attributes.
• Part V - Senior Rater Overall Potential: The senior rater evaluates the NCO's future potential and recommends successive and broadening assignments.

How is the evaluation process conducted using the DA Form 2166-9-1?

The evaluation process begins with the rater observing and assessing the NCO's performance over the evaluation period. The rater provides detailed comments and checks the appropriate boxes to indicate whether standards are met. Following this, the senior rater reviews the NCO's performance in comparison to their peers and assesses potential for advancement. If a supplementary review is deemed necessary, it is conducted at this stage. Finally, the NCO is allowed to view the completed report to verify administrative data and become aware of the appeals process.

Is there an appeals process if an NCO disagrees with their evaluation?

Yes, there is an appeals process outlined in AR 623-3. If an NCO disagrees with their evaluation, they can formally appeal the report if they believe it to be inaccurate, unjust, or incomplete. The NCO should be aware of this process and is advised to understand the necessary steps and documentation required to initiate an appeal.

Can digital signatures be used on the DA Form 2166-9-1?

Yes, digital signatures are acceptable on the DA Form 2166-9-1, as long as they comply with the Army's guidelines for digital authentication. Both the rater and senior rater, along with the supplementary reviewer if applicable, are permitted to use digital signatures to complete their sections of the evaluation report. This facilitates a more efficient evaluation process, especially when parties are in different locations.

Filling out the DA Form 2166-9-1, the NCO Evaluation Report (SGT), is a critical task that demands attention to detail. Unfortunately, some individuals make errors in this process, potentially affecting careers and evaluations. Let's explore four common mistakes to be aware of:

1. Incorrect or incomplete administrative data:
   • One of the most frequent errors is filling PART I - ADMINISTRATIVE DATA inaccurately. This part captures essential information such as the name, social security number (or DOD ID No.), rank, and unit, among others. Errors here can lead to misidentification or processing delays.
2. Failure to verify signatures and dates:
   • PART II - AUTHENTICATION requires the rater, senior rater, and the rated NCO’s signatures alongside the dates. Skipping or incorrectly dating signatures can invalidate the form or reflect poorly on the NCO’s administrative abilities.
3. Omitting counselling dates or signatures:
   • Some may overlook the importance of documenting and acknowledging counselling sessions. PART II d1 and d2 respectively call for indicating counseling dates and the rated NCO’s signature. This omission can question the thoroughness of the evaluation process.
4. Inaccurate performance and potential evaluation:
   • In PART IV and PART V, raters assess the NCO’s performance and potential. Misjudging or providing inaccurate comments can misrepresent an NCO’s attributes, competencies, and future potential. It’s crucial to offer a fair, unbiased assessment supported by specific examples.

Attention to detail when completing the DA Form 2166-9-1 can significantly impact an NCO's evaluation and career trajectory. It's essential to review all sections thoroughly, ensure all information is accurate, and that all required signatures and dates are correct. This careful approach not only demonstrates professionalism but also ensures the rated NCO is evaluated fairly and accurately.

When working with or managing personnel records and evaluations in the U.S. Army, the DA Form 2166-9-1, better known as the NCO Evaluation Report for Sergeants, is a cornerstone document. However, this isn't the only form or document utilized in these processes. There are several key documents often used in conjunction with the DA Form 2166-9-1, each serving a distinct purpose and contributing to a comprehensive assessment and management of an NCO's career.

• DA Form 2166-9-2: Serves as the NCO Evaluation Report for Staff Sergeants to Sergeants Major, providing a detailed evaluation of senior NCOs.
• DA Form 2166-9-3: This form is the NCO Evaluation Report for Sergeants First Class to Sergeants Major, designed for the highest echelons of NCO leadership.
• DA Form 67-10-1: The Officer Evaluation Report Support Form, aiding in evaluating commissioned officers, establishing goals, and providing feedback.
• DA Form 4856: The Developmental Counseling Form, crucial for documenting counseling sessions between leaders and their subordinates.
• DA Form 638: Used for recommending awards and decorations for Army personnel, recognizing their achievements and contributions.
• DA Form 31: The Request and Authority for Leave form is essential for managing and approving soldiers' leave requests.
• DD Form 93: The Record of Emergency Data, ensuring that soldiers' emergency contact information is current and accessible when needed.
• DA Form 5500: The Body Fat Content Worksheet (Male), used in conjunction with the APFT to ensure soldiers meet the Army's physical fitness and body composition standards.
• DA Form 5501: The Female counterpart to DA Form 5500, serving the same purpose for female soldiers.
• DA Form 4187: Personnel Action form, used for a wide range of personnel actions including reassignments, MOS changes, and reenlistments.

Together, these documents form a robust framework for managing the careers of Army personnel, from initial evaluations and counseling sessions through to recognitions and managing personal data. Each plays a role in ensuring that both the Army and its individual members can operate effectively, with clear records, goals, and acknowledgments of service and dedication. Understanding and effectively utilizing these documents can significantly impact the career progression and overall effectiveness of those serving in the Army.

The Officer Evaluation Report (OER), a fundamental document within the U.S. Army's evaluation system for officers, mirrors the DA Form 2166-9-1 in purpose and structure. The OER is designed to assess an officer's performance and potential, serving as a critical tool for career progression and development. Both documents feature sections dedicated to administrative data, duty descriptions, and performance evaluations, emphasizing professionalism, leadership qualities, and achievements. The OER, like the DA Form 2166-9-1, also includes recommendations for future assignments, which play a crucial role in an officer's career management and development.

The Enlisted Evaluation Report (EER) serves as another parallel document within military personnel evaluation systems, akin to the DA Form 2166-9-1, but focused on enlisted members. This report evaluates the performance and potential of enlisted personnel, aiding in decisions relating to promotions, assignments, and professional development. The EER and DA Form 2166-9-1 both gather data on the individual's duties, achievements, and areas for improvement, though tailored to the specific rank and responsibilities of the evaluated member. They are essential tools in maintaining a merit-based, professional workforce, guiding both immediate and long-term career planning.

Outside the military context, the civilian performance appraisal shares several similarities with the DA Form 2166-9-1, although it is used in the corporate and public sectors. This appraisal evaluates an employee's work performance over a certain period, aiming to identify strengths, areas for development, and aligning individual goals with organizational objectives. Like its military counterpart, it often concludes with a performance rating and may include recommendations for future growth opportunities. Both systems seek to foster a culture of continuous improvement, accountability, and recognition of achievement, albeit in different environments.

The 360-Degree Feedback tool, while not a direct equivalent, bears resemblance to the DA Form 2166-9-1 in its comprehensive approach to evaluating performance and competencies. This multi-source feedback tool gathers insights from various stakeholders, including peers, subordinates, and supervisors, offering a holistic view of the individual's effectiveness and areas for development. Both the 360-Degree Feedback and the DA Form 2166-9-1 emphasize the importance of feedback in personal and professional growth, promoting self-awareness and development within the organization. The key difference lies in the 360's broad stakeholder input, juxtaposed with the military form's more hierarchical evaluation structure.

When dealing with the DA 2166-9-1 form, a Non-Commissioned Officer (NCO) Evaluation Report, accuracy and thoroughness are key. This document plays a critical role in career progression, performance assessment, and professional development within the U.S. Army. To assist you in this process, here are five dos and don'ts:

• Do thoroughly review all instructions and guidelines associated with AR 623-3 and DA PAM 623-3 before you start filling out the form. Understanding the criteria and expectations can significantly impact the quality of the evaluation.
• Do ensure that all personal information, including name, Social Security Number or DoD ID number, and contact details, is accurate and matches official records to prevent any processing delays.
• Do provide detailed and specific examples of the rated NCO's performance and behavior, particularly in Part IV, where attributes, competencies, and professionalism are assessed. Vague statements are less helpful than concrete examples.
• Do consult the rated NCO's job description and previous evaluations (if applicable) to offer a well-rounded view of their performance over the evaluation period.
• Do use the opportunity to offer constructive feedback that can guide the NCO’s professional development. Highlight strengths as well as areas needing improvement.

• Don't rush through the form. Take your time to accurately complete each section, especially the administrative data in Part I and the duty description in Part III.
• Don't overlook the required consultations with the rated NCO, such as the initial counseling and others listed in Part II. These discussions provide valuable insights for a fair assessment.
• Don't neglect the importance of setting specific, measurable, achievable, relevant, and time-bound (SMART) goals in the evaluation, helping the NCO understand the expectations and how they can meet or exceed them.
• Don't forget to review the Privacy Act Statement and ensure that the evaluation complies with privacy regulations and respects the confidentiality of the rated NCO.
• Don't hesitate to seek clarification or assistance from senior officers or administrative staff if you have any questions about completing the form. They can offer valuable guidance and help ensure the evaluation is accurate and effective.

There are several misconceptions about the DA Form 2166-9-1, often stemming from misunderstanding its purpose and procedures. Here, we address and clarify some of the most common myths:

• It's only for negative feedback. Many believe this form is used solely to document poor performance, but its primary purpose is to evaluate all aspects of a non-commissioned officer's (NCO) duties, including recognizing achievements and strengths.

• Signing it means agreement. A common misconception is that an NCO's signature implies they agree with the evaluation. In reality, the signature only acknowledges that they have reviewed the document and that the administrative data, including duty description and assessment dates, are accurate.

• It doesn’t influence career progression. Some think that this form has little effect on an NCO's career. Contrary to this belief, it plays a critical role in promotions, assignments, and professional development opportunities.

• Only the overall performance score matters. It's mistakenly believed that only the final assessment impacts an NCO’s record. However, every section, including duty performance, leadership capabilities, and potential for future assignments, contributes to a comprehensive evaluation.

• Personal bias does not affect the rating. Unfortunately, personal bias can and sometimes does influence evaluations. Reviewers are trained to assess objectively, but it's crucial for NCOs to understand the appeals process if they believe their evaluation is unjust.

• The form is too complicated to understand. While the DA Form 2166-9-1 is detailed, it’s designed to ensure a thorough evaluation. With familiarity and proper guidance, both raters and ratees can navigate the form effectively.

• Raters need to fill out every section. There’s a belief that raters must complete each part of the form in its entirety. In fact, some sections are optional or situational, aiming to provide a holistic view when applicable but not unnecessarily burdening the rater with irrelevant information.

• All NCOs are rated equally. Some assume the evaluation process is identical for every NCO, disregarding factors such as unit type, duty position, and responsibilities. The form allows for flexibility to account for these variables, ensuring a fair and accurate reflection of each individual's performance.

Understanding these misconceptions about the DA Form 2166-9-1 is key to recognizing its value as a tool for both evaluation and development within the Army's NCO corps.

Here are key takeaways for filling out and using the DA Form 2166-9-1, which is vital for documenting the performance evaluation of non-commissioned officers (NCOs) in the Army:

• Understand the purpose: The form is used for evaluating the performance of sergeants, highlighting strengths, areas for improvement, and overall potential within the Army's structure.
• Accuracy is critical: Providing accurate personal and administrative details, such as name, SSN or DOD ID No., rank, and unit, ensures the evaluation is attributed to the correct NCO.
• Comprehensive evaluation: The form covers various performance and professionalism aspects, including adherence to Army values, leadership qualities, physical fitness, and job competency.
• Significance of the rating period: It is important to accurately capture the period of evaluation, detailing the start and end dates, to contextualize the NCO's performance.
• Role of raters: Both the rater and senior rater play crucial roles in the evaluation process. Their assessments provide a dual perspective on the NCO's performance and potential.
• Self-awareness for NCOs: By reviewing the completed evaluation, NCOs can gain insights into their performance, areas for improvement, and how they are perceived within the organization.
• Know the appeals process: Understanding the appeals process as outlined in AR 623-3 is essential in case of disagreements with the evaluation's content or conclusions.
• Importance of counseling dates: Recording counseling dates, including initial and subsequent sessions, is crucial for documenting ongoing performance discussions between the rater and the NCO.
• Utilization of the form: Upon completion, it's essential for the form to be used as intended—to inform decisions on promotions, assignments, and professional development within the Army.

Overall, the DA Form 2166-9-1 is a comprehensive tool for assessing NCO performance, facilitating growth, and ensuring leaders are well-qualified for their responsibilities.