Career Counselor Rating

Introduction: In this study, potential pros and cons are considered to determine the proper rating scheme for Active Component (AC) Career Counselors within an organization. Currently, Career Counselors are rated by either the Senior Career Counselor in an organization or the Command Sergeant Major. The Senior Rater would either be the Command Sergeant Major (CSM) of the organization the Career Counselor assigned to or the Commander. A Command Career Counselor is assigned at a majority of installations and assigned at every Division level and above. The Command Career Counselor is charged to ensure each subordinate Career Counselor maintains the proficiency, performance, and trust required to maintain a successful retention program for
He or she ensures subordinate Career Counselors are accomplishing their assigned duties and responsibilities following regulatory and published guidance which currently is nonexistent. Far too often chains of command render an evaluation on their assigned Career Counselor and are unaware of the implications of their ratings, hence the over inflation of evaluations. For example, rating a Career Counselor as the best within the Division and in reality, the Career Counselor committed four bonus errors during the rating period is not documented on the evaluation because the chain of command is unaware of the errors. Not having the Command Career Counselor serve as the Rater or Senior Rater compromises the continued health and safeguarding of the retention team at every level of command.

Discussion: The Command Career Counselor is the most knowledgeable Career Counselor on any installation. Their experience and expertise ensure subordinate retention programs continue to meet their assigned objectives and goals in maintaining an all-volunteer force through the retention of America’s sons and daughters. They also ensure we meet force alignment initiatives prescribed by Department of the Army (DA) and Human Resources Command (HRC). Integrating the Command
To ensure the continued strength of a subtle Career Management Field (CMF) integrating the Command Career Counselor to serve as the Rater or Senior Rater provides the right NCOs are recognized and potentially promoted to the next level. Since there is only one Career Counselor assigned at every level of command it increases the chances, an NCO can receive the “silver bullet” rating and puts ownership on the Command Career Counselor to manage their rating profile. On the other hand it ensures Career Counselors who are just meeting the standard also receive a fair report and are held at the current rank or potentially reclassified from MOS