Free Da 2166 9 1 PDF Template

1. What is the DA Form 2166-9-1?

   DA Form 2166-9-1, titled NCO Evaluation Report (SGT), is a document used in the U.S. Army to evaluate the performance of non-commissioned officers (NCOs) who hold the rank of Sergeant (SGT). This form captures administrative data, the rated NCO’s duties, performance, attributes, and competencies, as well as the overall evaluation and potential for future roles.

2. Who needs to fill out this form?

   The form must be completed by the rated NCO's superiors, namely the rater, the senior rater, and, if required, a supplementary reviewer. Additionally, the NCO being evaluated will need to input certain information, such as administrative data and their acknowledgment of the evaluation's completion.

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

   The primary purpose of this form is to provide a comprehensive evaluation of an NCO's performance and potential. It allows the Army to systematically record assessments of duties performed, leadership qualities, and overall effectiveness. These evaluations play a crucial role in decisions related to promotions, assignments, and other career development opportunities.

4. Where can I find the DA Form 2166-9-1?

   You can obtain the DA Form 2166-9-1 through the U.S. Army’s official digital forms library or request it from your unit's administrative office. It's also available on various Army human resource sites and can be filled electronically or printed for manual completion.

5. How is the form submitted?

   Upon completion, the form should be submitted according to your unit's specific procedures. Typically, it is reviewed by the chain of command for accuracy and completeness before being forwarded to the appropriate human resources department or uploaded into the Army's evaluation reporting system.

6. What happens if an NCO disagrees with the evaluation?

   If an NCO disagrees with their evaluation, they should first discuss their concerns with the rater or senior rater. If the disagreement remains unresolved, the NCO has the right to submit an appeal. The Army’s regulations outline the specific process for submitting an appeal, including deadlines and required documentation.

7. Are there any tips for completing the DA Form 2166-9-1 effectively?

   • Accuracy: Ensure all information is correct and matches official records.
   • Specificity: Provide clear, specific examples of performance and achievements.
   • Objectivity: Remain objective and fair in evaluating the NCO's performance and potential.
   • Completeness: Don’t leave any sections blank unless specifically instructed.

8. What is the importance of the administrative data in Part I of the form?

   The administrative data in Part I captures essential information about the NCO being evaluated, such as name, rank, and unit. This information ensures the evaluation is accurately attributed to the correct individual and helps in maintaining the integrity of the Army's personnel records.

Filling out the DA Form 2166-9-1, an essential tool for evaluating non-commissioned officers (NCOs) in the U.S. Army, requires meticulous attention to detail. Individuals often make several mistakes when completing this form, which can significantly impact the evaluation process. Recognizing and avoiding these common errors can streamline the evaluation process and ensure a fair and accurate assessment.

1. Incomplete Administrative Data: The administrative section is often overlooked or filled out inaccurately. It's important to double-check all entered information such as name, rank, and duty assignment to ensure they are current and correct.
2. Error in Reporting Period: Incorrectly listing the reporting period can lead to significant confusion and issues in the evaluation's validity. Ensure the dates cover the correct evaluation period.
3. Omission of Counseling Dates: Counseling sessions are a crucial aspect of an NCO's development. Forgetting to include these dates omits a critical component of their evaluation.
4. Misuse of the Rating Scale: Misinterpreting the rating scale or applying it inconsistently can undermine the integrity of the evaluation. Understand each category thoroughly before assigning ratings.
5. Lack of Specificity in Duty Descriptions: Being vague in the duty description section fails to provide a clear picture of an NCO's responsibilities. Detailed descriptions are essential for a fair assessment.
6. Failure to Provide Bullet Comments: Bullet comments are necessary when an NCO does not meet the standard in any evaluated area. Skipping these explanations leaves evaluators in the dark about the reasons behind the rating.
7. Ignoring the APFT/Height and Weight Section: This section must be filled accurately; overlooking or inaccurately reporting fitness test results or height and weight can lead to false representations of an NCO’s physical readiness.
8. Error in Part IV - Performance Evaluation Section: It's common to see errors in this section due to a lack of understanding of what each attribute entails. This misunderstanding can lead to unjust evaluations.
9. Inaccurate Assessment of Potential: Over or underestimating an NCO's potential in Part V can impact their career progression. It's critical to assess potential accurately and fairly against peers.
10. Signature Omissions: Failing to obtain all required signatures, including from the rated NCO, can result in an incomplete and non-compliant evaluation report.

By avoiding these mistakes, those responsible for completing the DA Form 2166-9-1 can ensure a thorough, fair, and accurate evaluation of an NCO's performance and potential.

When handling evaluations within the military, especially for Non-Commissioned Officers (NCOs), the DA Form 2166-9-1, NCO Evaluation Report (SGT) is a crucial document. However, completing this process often requires additional forms and documents that support the evaluation, providing a comprehensive picture of an individual's performance, potential, and the contexts under which their evaluation is conducted. Here's an overview of other essential documents often used alongside the DA Form 2166-9-1.

• DA Form 2166-9-2: Similar to the DA Form 2166-9-1, this form is used for evaluating the performance of Staff Sergeants to Sergeant Majors. It provides more detail for higher ranking NCOs, measuring their leadership effectiveness and potential for future roles within the military.
• DA Form 2166-9-3: This form is specifically for the evaluation of Sergeant Majors, focusing on their strategic leadership roles and contributions to the Army's overall mission.
• DA Form 4856: A Developmental Counseling Form that is critical for documenting periodic counseling sessions throughout the rated NCO's evaluation period. These sessions are key for leadership to provide feedback, address concerns, and set goals with their subordinates.
• DD Form 214: Upon separation from the military, this document summarizes a service member’s career, including their performance evaluations and reasons for discharge. While not directly associated with the evaluation process, past evaluations can impact the characterization of service noted on this form.
• DA Form 638: A Recommendation for Award form that, when included with an evaluation, can provide context around a service member's achievements and commendations that substantiate an evaluator’s ratings.
• Army Training and Certification Tracking System (ATCTS) Profile: While not a form, the ATCTS profile is essential for documenting a service member’s Information Assurance and Cybersecurity skills, training, and certifications, which are increasingly relevant for evaluations.
• Enlisted Record Brief (ERB) or Officer Record Brief (ORB): These documents summarize a service member’s career, including assignments, education, qualifications, and past evaluation scores. They provide crucial context for current evaluations.
• DA Form 1059: A Service School Academic Evaluation Report that documents performance during formal military schooling. It is used to assess both academic achievements and leadership capabilities in a schooling environment.
• Support Form: Often part of the evaluation process, support forms outline objectives and expectations for the rated period and provide a basis for the evaluation’s narrative comments.

Comprehensive evaluations utilize a mosaic of documentation to ensure a fair, accurate, and holistic view of an NCO's performance and potential. Each of these documents plays a vital role in the process by offering different perspectives and insights into the service member's career, character, and capabilities. Consequently, understanding how these forms and records intersect provides evaluators and candidates alike insight into the broader process of military career development and evaluation.

• The DA Form 2166-8, the predecessor to the DA 2166-9 series, serves a similar purpose in evaluating non-commissioned officers (NCOs) within the Army. Both forms gather administrative data, duty descriptions, and performance assessments, though the DA 2166-9 series provides a more detailed evaluation of leadership qualities and potential for future roles.

• The OER (Officer Evaluation Report), while focused on officers instead of enlisted personnel, shares the core function of appraising military personnel's performance and potential. Like the DA 2166-9 series, the OER encompasses assessments of attributes, competencies, and professional development recommendations.

• The Navy FITREP (Fitness Report) and EVAL (Evaluation) are the Naval equivalents, assessing both officers and enlisted members. These documents evaluate performance, professional competencies, and potential for advancement, mirroring the goals of the DA 2166-9 series but tailored to the Navy's structure and roles.

• The Air Force EPR (Enlisted Performance Report) parallels the DA 2166-9 series by providing detailed assessments of enlisted personnel, focusing on performance, duty proficiency, and potential for future responsibilities within the Air Force's hierarchical and operational framework.

• The Coast Guard's OER (Officer Evaluation Report) similarly evaluates officers' performance, leadership abilities, and potential for increased responsibility. Both this document and the DA 2166-9 series aim to ensure that individuals are correctly identified for promotions and professional development.

• Corporate performance reviews, while outside the military, share the fundamental objective of evaluating an individual's job performance, strengths, weaknesses, and potential for future growth. These reviews support decision-making related to promotions, salary adjustments, and professional development, akin to the DA 2166-9 series' focus on military career progression.

• The Individual Development Plan (IDP) in civilian and some military contexts, though more focused on planning and goal setting, complements the evaluative nature of the DA 2166-9 series by identifying areas for improvement and setting targets for career development, thereby facilitating a structured approach to personal and professional growth.

When completing the DA Form 2166-9-1, an NCO Evaluation Report (SGT), it's important to approach the task with diligence and attention to detail. This form plays a vital role in a servicemember's career progression, highlighting achievements, identifying areas for improvement, and creating a comprehensive record of an NCO's performance and potential. Below are some essential do's and don'ts to consider during the process:

Do's:

• Ensure accuracy in all administrative data in PART I. Double-check the servicemember's name, SSN or DOD ID No., rank, and other personal information for accuracy.
• Fully understand the criteria and requirements for each section before filling them out. Each performance, professionalism, attributes, and competencies section requires thoughtful and specific comments that align with the NCO's performance.
• Provide specific examples and thorough explanations in the comments sections. This helps illustrate the NCO's performance and substantiates the ratings given.
• Discuss the completed form with the evaluated NCO, allowing them to understand their evaluation. This also ensures they are aware of the appeals process, as stated in AR 623-3.

Don'ts:

• Leave sections blank or incomplete, especially those requiring narrative comments or examples. Incomplete forms can reflect poorly on both the NCO's record and the rater's diligence.
• Use generic or vague language in the evaluation sections. Specificity is crucial to provide a clear and accurate portrayal of the NCO's performance.
• Ignore the importance of the counseling dates in PART II. These dates reflect the ongoing assessment and dialogue between the rater and the rated NCO, emphasizing the form's developmental aspect.
• Forget to review the form for errors or omissions before submission. A final check ensures the evaluation is complete, accurate, and ready for the official record.

Filling out the DA Form 2166-9-1 with care and attention not only aids in the fair and accurate assessment of NCOs but also supports their growth and development within the military career structure.

There are several misconceptions surrounding the DA Form 2166-9-1, the Non-Commissioned Officer (NCO) Evaluation Report for sergeants. Understanding these misconceptions is key to both correctly filling out the form and comprehensively grasping its importance in the evaluation process.

• It’s just a formality: Some may think the DA Form 2166-9-1 is merely procedural, but it's a crucial tool for career development. It provides structured feedback and recognizes accomplishments, guiding NCOs in their professional growth and future roles.

• Only negative feedback matters: While it’s important to address areas needing improvement, the form also highlights strengths and achievements. Providing a balanced view encourages morale and motivates professional development.

• The focus is solely on recent performance: Although recent performance is significant, the evaluation covers the entire rating period. It assesses long-term performance and potential for future responsibilities.

• Physical fitness is the main criterion: Physical readiness is vital, but the DA Form 2166-9-1 evaluates a broad range of attributes and competencies, including leadership skills, intellectual capacity, and professional attributes, ensuring a holistic assessment of an NCO’s performance.

• Only the rater’s opinion matters: The evaluation process is collaborative, involving input from both the rater and senior rater. This ensures a more comprehensive and fair assessment of the NCO’s performance and potential.

• Signing the form means agreement with its contents: When NCOs sign the form, they acknowledge they have reviewed the evaluation, not necessarily that they agree with it. They have the right to submit comments or appeal if they believe the report is inaccurate.

• There’s no room for professional development advice: The form is not only about assessing past performance but also about setting goals and providing guidance for future growth. Raters and senior raters are encouraged to include constructive feedback that aids in the NCO’s professional development.

Correctly understanding the DA Form 2166-9-1 is fundamental for both raters and NCOs. It not only facilitates a fair and comprehensive evaluation process but also plays a crucial role in career development and planning within the Army's structured framework.

Understanding how to properly complete and utilize the DA Form 2166-9-1, the NCO Evaluation Report (SGT), is crucial for those in the military who are involved in evaluating non-commissioned officers. Here are eight key takeaways to ensure the process is conducted smoothly:

• Know the purpose: This form is specifically designed to evaluate the performance and potential of sergeants, providing a standardized report to guide future assignments and promotions.
• Accuracy is key: Ensure all administrative data in Part I is correct, including rank, unit, and personal information. Mistakes can delay the evaluation process and impact the individual’s career.
• Timely submission: The form requires detailing the period covered, rated months, and non-rated codes. Adhere to deadlines to ensure evaluations are timely and reflect the most current performance.
• Comprehensive understanding: Raters should be fully aware of their responsibilities and how to accurately assess the NCO’s performance including professionalism, attributes, and competencies outlined in Part IV.
• Counseling sessions: Document initial and subsequent counseling dates. This confirms that the NCO has been guided and mentored throughout the rating period, which is vital for their development.
• Signatures matter: The form requires signatures from the rated NCO, rater, senior rater, and supplementary reviewer if applicable. This verifies the accuracy of the information and the agreement on the evaluation’s content.
• Understand the rating system: Know the difference between meeting and not meeting standards. Provide clear, bullet-comment examples to support each rating, helping the evaluated NCO understand areas of strength and where improvement is needed.
• Know the appeals process: All parties involved should be aware of their rights to appeal and the procedures to follow if they disagree with the evaluation. This ensures fairness and accountability in the evaluation process.

Filling out the DA Form 2166-9-1 with attention to detail and a comprehensive understanding of its implications can significantly impact an NCO’s career trajectory. Thus, it's important for all involved parties to approach this process with the seriousness and diligence it deserves.