Free Da 2166 9 1 PDF Form

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

The DA Form 2166-9-1, known as the NCO Evaluation Report (SGT), is designed to evaluate the performance and potential of non-commissioned officers (NCOs) in the rank of Sergeant (SGT) within the United States Army. Its primary purpose is to provide a detailed record of an NCO's duties, responsibilities, and performance, serving as a crucial tool for career progression, promotions, and developmental opportunities. Furthermore, it helps maintain a high level of professionalism and effectiveness within the Army by ensuring NCOs are evaluated systematically and fairly.

Who fills out the DA Form 2166-9-1, and what are the different parts of the form?

The DA Form 2166-9-1 is completed by multiple individuals, reflecting a comprehensive evaluation process. The form is divided into several sections: - Part I contains administrative data about the NCO being evaluated, including name, rank, and unit. - Part II is for authentication and includes information about the rater, senior rater, and any supplementary reviewer. - Part III outlines the rated NCO's duty description as entered by the rater. - Part IV involves the performance evaluation, where the rater assesses the NCO's professionalism, attributes, and competencies. - Part V reflects the senior rater's evaluation of the NCO's overall potential. Each section must be completed carefully to ensure a fair and accurate assessment of the NCO's performance and potential.

How does the DA Form 2166-9-1 impact career progression for NCOs?

The DA Form 2166-9-1 plays a crucial role in the career progression of NCOs. The evaluations recorded on this form affect decisions on promotions, assignments, additional training, and other career development opportunities. A strong performance evaluation can open doors to advanced leadership positions and specialized training, whereas a weaker evaluation might necessitate areas for improvement and development. This form serves not only as a record of past performance but also as a guide for future career growth.

Can an NCO dispute the evaluation given on the DA Form 2166-9-1?

Yes, an NCO has the right to dispute their evaluation. The Army provides a formal appeals process for those who believe their evaluation contains errors, injustices, or inaccurate information that could adversely affect their career. To initiate an appeal, the NCO must provide supporting documentation and a clear rationale for why the evaluation is deemed incorrect or unfair. It's important for NCOs to familiarize themselves with the specific procedures and deadlines for filing an appeal, as outlined in AR 623-3.

What happens after the DA Form 2166-9-1 is completed and submitted?

Once the DA Form 2166-9-1 is completed and all necessary signatures are obtained, it's submitted through the appropriate channels within the Army's chain of command. The completed form becomes part of the NCO's official military personnel file (OMPF). The evaluations on this form are used in consideration for promotions, assignments, and other personnel management decisions. Additionally, the form serves as a tool for identifying strengths and areas for improvement, helping to guide the NCO's career development and training needs.

When filling out the DA Form 2166-9-1, the Evaluation Report for Sergeants, individuals frequently make mistakes that can impact the accuracy and effectiveness of the evaluation. Recognizing and avoiding these errors is crucial for a fair and comprehensive assessment.

1. Not verifying administrative data in Part I – It's essential to double-check all administrative entries, including name, SSN or DOD ID, rank, and unit information, to ensure they are correct.

2. Incorrectly identifying the rating officials in Part II – Accurately listing the names and ranks of the rater, senior rater, and supplementary reviewer is crucial for a valid assessment process.

3. Omitting or inaccurately reporting counseling dates in Part II – Failure to correctly list the dates of initial and subsequent counseling sessions can question the evaluation's integrity.

4. Incomplete duty description in Part III – A detailed account of the NCO's duties and responsibilities is necessary for a transparent evaluation. Omissions here can lead to an inaccurate assessment of their performance.

5. Failure to accurately report APFT and height/weight in Part IV – Accurately reporting physical fitness and adherence to weight standards is critical. Misreporting can reflect poorly on both the NCO and the rater.

6. Not providing specific, bullet-comment examples in Part IV to support ratings in professionalism, attributes, and competencies – Vague or generic comments fail to give a clear picture of performance and potential.

7. Overlooking the senior rater's overall potential assessment in Part V – It is vital to carefully consider and select the appropriate potential box and provide supporting comments and assignment recommendations.

8. Ignoring the signature requirements across all parts – The evaluation is incomplete without all required signatures, including that of the rated NCO, which acknowledges they have seen and understand the report.

In summary, attention to detail, thoroughness in completing all sections, and adherence to guidelines can significantly reduce the likelihood of these common errors in completing the DA Form 2166-9-1.

When dealing with the DA Form 2166-9-1, which is the NCO Evaluation Report (SGT), it is crucial to understand that it does not stand alone in the evaluation process. Several other documents often accompany it to provide comprehensive insights into the evaluated Non-Commissioned Officer's (NCO) performance, potential, and professional attributes. Understanding these additional forms and documents can significantly enhance the evaluation's accuracy and effectiveness.

• DA Form 2166-9-2: NCO Evaluation Report (SSG-1SG/MSG) - This form is similar to the DA Form 2166-9-1 but is used for evaluating staff sergeants through master sergeants. It focuses on slightly different leadership competencies and responsibilities suitable for these ranks.
• DA Form 2166-9-3: NCO Evaluation Report (CSM/SGM) - Tailored for the evaluation of command sergeants major and sergeants major, this form assesses senior NCO leadership effectiveness and strategic impacts.
• DA Form 4856: Developmental Counseling Form - Essential for documenting counseling sessions throughout the evaluation period. It provides a structured way to give feedback to the NCO about performance and set goals.
• DA Form 638: Recommendation for Award - Often used in conjunction with evaluation reports to recommend NCOs for awards based on meritorious service or achievements documented during the evaluation period.
• Support Form: Often a part of or annexed to the evaluation process, this document outlines specific performance objectives and professional growth goals agreed upon by the NCO and the evaluator at the beginning of the rating period.
• APFT Scorecard (DA Form 705): Army Physical Fitness Test Scorecard - This form documents the physical fitness test results, which are a mandatory part of the evaluation, providing insight into the physical capabilities and readiness of the NCO.
• Body Fat Content Worksheet (DA Form 5500/5501): Required when an NCO fails to meet the Army's weight standards, providing a detailed analysis of body fat as part of the overall evaluation of physical fitness.

Each of these documents serves a specific purpose in the evaluation process, offering a holistic view of an NCO's performance, potential, and suitability for future development and leadership roles. Collectively, they ensure that evaluations are thorough, fair, and conducive to the professional growth of the individual and the effectiveness of the military organization.

• The DA Form 2166-9-2, NCO Evaluation Report (SSG-1SG/MSG), shares a similar structure with DA Form 2166-9-1, focusing on NCO evaluation but targets staff sergeants through master sergeants. Both forms evaluate performance, professionalism, leadership, and potential for future roles, but cater to different ranks within the NCO hierarchy, reflecting on their respective responsibilities and expectations.

• The Officer Evaluation Report (OER), DA Form 67-10 Series, parallels the DA 2166-9-1 form by serving a similar purpose for army officers. While the DA 2166-9-1 focuses on NCOs, the OER assesses officers’ leadership, duty performance, and potential. Both forms have sections dedicated to evaluating leadership qualities, job performance, and future potential, structured to ensure a comprehensive assessment of military personnel across different ranks.

• The DA Form 2166-9-3, NCO Evaluation Report (CSM/SGM), is designed for evaluating the army's top enlisted leaders, the command sergeants major and sergeants major. Like the DA 2166-9-1, it assesses various competencies including leadership and performance. However, it is tailored to the unique roles and responsibilities of the army's senior non-commissioned officers, highlighting the strategic importance of their positions within the military structure.

• The Support Form, part of the Evaluation Reporting System, is utilized alongside the DA Form 2166-9-1, providing a platform for setting goals and expectations at the beginning of the evaluation period and assessing progress towards those goals throughout. This document complements the DA 2166-9-1 by establishing clear objectives and offering a thorough basis for the evaluation of an NCO's performance and development over time.

• The Academic Evaluation Report (AER), DA Form 1059, is used to evaluate soldiers' performance in a training environment. Similar to the DA 2166-9-1, which assesses duty performance and leadership in operational settings, the AER provides insights into an individual's learning abilities, leadership qualities, and overall contributions to a learning environment. Both forms are crucial for career development, yet focus on different aspects of a soldier's professional growth.

When completing the DA Form 2166-9-1, also known as the NCO Evaluation Report (SGT), individuals are tasked with providing a comprehensive review of a Non-Commissioned Officer's (NCO) performance and potential. It's important to approach this responsibility with attention to detail and accuracy. Here is a list of dos and don'ts to ensure the form is filled out correctly.

Do:

1. Ensure you have the latest version of the form. Regulations and forms are updated periodically.
2. Verify all administrative data in Part I for accuracy, including the rated NCO's name, Social Security Number (SSN) or DOD ID No., rank, and unit information.
3. Discuss the evaluation with the rated NCO prior to submission to ensure transparency and understanding.
4. Be specific in Part III when describing the NCO's principal duty title, MOS, and daily duties. Include how effectively they manage resources and personnel.
5. Objectively assess the NCO's performance against the standards outlined in Part IV, providing clear, concise, and constructive bullet comments where applicable.
6. Accurately record the NCO's physical fitness test results and height/weight data in Part IVa and IVb, including comments on any failures or standards not met.
7. Consider the NCO’s future potential and provide thoughtful recommendations for successive and broadening assignments in Part V.
8. Ensure the rater and senior rater sections are signed and dated correctly to authenticate the report.
9. Review the rated NCO's understanding of their signature rights and the appeals process.
10. Maintain a copy of the completed form for your records and provide a copy to the rated NCO.

Don't:

• Leave any fields blank unless specifically instructed. If a section does not apply, mark it as "N/A" (not applicable).
• Misstate the NCO’s rank, date of rank, or other critical administrative data that may affect the evaluation's accuracy.
• Forget to discuss the evaluation with the NCO. This discussion is crucial for developmental purposes.
• Omit specific examples of performance and behavior that support your ratings and comments.
• Use vague or generic language in your bullet comments. Be precise and direct.
• Ignore the importance of the duty description in Part III. This sets the context for the rated NCO’s performance.
• Be biased or allow personal feelings to influence the evaluation. Stick to facts and observed behaviors.
• Sign the form without thoroughly checking all entered information for accuracy and completeness.
• Overlook the necessity to explain any "Did Not Meet Standard" ratings with detailed comments.
• Fail to adhere to the privacy act statement and handle the form and its information sensitively.

There are several misconceptions about the DA Form 2166-9-1, also known as the NCO Evaluation Report (SGT), which can lead to confusion and errors in completing the form correctly. Here are some of the most common misconceptions:

• It's for all ranks of NCOs: A common mistake is to think that this form is used for evaluating non-commissioned officers (NCOs) of all ranks. In reality, DA Form 2166-9-1 is specifically for sergeants (SGT), which is clarified in its title "NCO Evaluation Report (SGT)."
• Signature indicates agreement: Some believe that the rated NCO’s signature means they agree with the evaluation. However, this signature only acknowledges that the NCO has seen the report and that the administrative details are correct. It does not signify agreement with the content of the evaluation.
• Completing the form is the rater's sole responsibility: While the rater plays a significant role in completing the form, it also requires inputs from the rated NCO, the senior rater, and potentially a supplementary reviewer. It's a collaborative effort.
• Any email address can be used: The form requires a .gov or .mil email address for the rater, senior rater, and supplementary reviewer (if applicable), emphasizing the need for official channels of communication.
• Physical fitness data is optional: The sections pertaining to the Army Physical Fitness Test (APFT) and height/weight standards are mandatory when applicable. These sections provide critical information about the NCO’s physical readiness.
• Only negative counseling needs to be documented: The form includes sections for documenting both initial and subsequent counseling dates, underscoring the importance of continuous performance dialogue and not just negative feedback.
• Part IV is subjective and based on opinion: While evaluating attributes and competencies can seem subjective, the form is designed to assess the NCO’s performance against established standards and expectations, requiring objective analysis.
• Electronic signatures are not allowed: In an era where digital processing is predominant, the form does accommodate electronic signatures to facilitate timely submission and processing.
• Supplementary review is rarely necessary: The form includes a section for supplementary review to ensure a comprehensive evaluation, especially in cases where there might be a conflict of interest or need for an additional perspective.

Understanding these misconceptions and clarifying the actual requirements and purposes of the DA Form 2166-9-1 can help ensure that it is completed accurately and effectively.

Filling out and using the DA 2166-9-1 form, also known as the NCO Evaluation Report (SGT), requires thorough attention to detail and an understanding of its significance for career development. This form plays a crucial role in assessing the professional growth and potential of sergeants within the U.S. Army. Here are key takeaways to consider when completing this document:

• Understand the Purpose: The DA 2166-9-1 form is designed to evaluate non-commissioned officers (NCOs), specifically sergeants, providing a detailed record of their performance and potential for future roles.
• Review Regulations: Before starting, review AR 623-3 and DA PAM 623-3, as these documents provide essential guidelines on the evaluation reporting system within the Army.
• Accuracy is Key: Ensure all administrative data entered in Part I, including the rated NCO's name, rank, and unit, are accurate to prevent any delays or issues in the evaluation process.
• Rating Officials: The evaluation involves input from multiple officials, including the rater, senior rater, and potentially, a supplementary reviewer. Their roles and responsibilities in the evaluation process should be clearly understood.
• Evaluation Period: Pay close attention to the period covered by the evaluation, including rated and non-rated months, ensuring it accurately reflects the time frame of the NCO's performance being reviewed.
• Performance Evaluation: The core of the form lies in Part IV, where the rater assesses the NCO’s performance across various competencies, including leadership, intellect, and achievement. Each area requires specific examples and observations.
• Professionalism and Attributes: Evaluators must provide commentary on the NCO's adherence to Army values, physical fitness standards, and other professional attributes, highlighting areas of strength and improvement.
• Counseling Records: The form requires documentation of counseling dates, emphasizing the importance of regular feedback and development discussions between the rater and the NCO.
• Potential for Advancement: One of the distinctive features of the DA 2166-9-1 form is its focus on the NCO’s future potential, including recommendations for successive and broadening assignments.
• Signature and Appeals: Finally, the rated NCO must acknowledge the evaluation by signing the form but should also be aware of their rights to appeal as outlined in AR 623-3, should they disagree with the evaluation’s contents.

Completing the DA 2166-9-1 form is more than just a bureaucratic task; it's an essential component of career development for NCOs. Both raters and NCOs should approach the evaluation process with the seriousness and dedication it deserves, recognizing its role in shaping the future leadership of the Army.