Fill Out a Valid Da 2166 9 1 Form

Da 2166 9 1 - Usage Guide

Getting ready to fill out the DA Form 2166-9-1, also known as the NCO Evaluation Report for sergeants, can seem like a daunting task. This form is crucial as it plays a significant role in the career progression of non-commissioned officers (NCOs). It evaluates an NCO's performance and potential, guiding promotions and assignments. Approach this task methodically, ensuring all information is accurate and reflective of the NCO's capabilities and achievements. Below are the steps to fill it out correctly, giving you a clear roadmap to completion.

1. Begin with PART I - ADMINISTRATIVE DATA. Enter the NCO's full name, SSN or DOD ID number, rank, and date of rank in the respective fields. Specify the Primary Military Occupational Specialty Code (PMOSC), the unit, organization, station, ZIP code or APO, and major command.
2. Include the NCO's status code, Unit Identification Code (UIC), and the reason for submission. Detail the period covered, including the start and end dates, total rated months, non-rated codes, and the number of enclosures. Don't forget to add the rated NCO's email address.
3. Move to PART II - AUTHENTICATION. Fill in the rater’s information, including name, SSN or DOD ID number, rank, PMOSC/branch, duty assignment, and email address. Ensure the rater signs and dates the form.
4. Input the senior rater's details similarly: name, identification number, rank, organization, and duty assignment. Include their email address, ensure a signature and date.
5. If a supplementary reviewer is required, fill in their details, decide if a review is needed, and if comments are enclosed. The supplementary reviewer should sign and date the form.
6. The RATED NCO's section comes next. The NCO should acknowledge their understanding of the form, confirming the accuracy of Part I, rating officials, and counseling dates. They must sign and date this section.
7. In PART III - DUTY DESCRIPTION, detail the principal duty title, duty MOSC, daily duties and scope, areas of special emphasis, and appointed duties as provided by the rater.
8. Proceed to PART IV - PERFORMANCE EVALUATION, PROFESSIONALISM, ATTRIBUTES, AND COMPETENCIES. This part assesses the NCO's character, presence, intellect, leadership, development, and achievement capabilities. Mark the appropriate boxes indicating whether the standard was met or not and provide comments for each attribute.
9. For the APFT and height/weight section, state whether the NCO passed or failed the APFT (Army Physical Fitness Test) including the test date, height, and weight. Comments are required for failing, no tests, profiles, or not meeting weight standards.
10. Finally, in PART V - SENIOR RATER OVERALL POTENTIAL, the senior rater should check the box that best represents the NCO's overall potential in comparison to others in the same grade. Provide comments on the NCO’s potential and suggest future assignments and broadening assignments to aid in their development.

With all sections completed accurately and thoroughly, the filled-out DA Form 2166-9-1 provides a comprehensive evaluation of an NCO's performance and potential, serving as a pivotal document in their career progression. Ensure all information is double-checked for accuracy before submission.

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

The DA Form 2166-9-1, also known as the NCO Evaluation Report (SGT), is used to evaluate the performance and potential of non-commissioned officers (NCOs) in the rank of Sergeant within the U.S. Army. This form provides a comprehensive review of the NCO's duties, responsibilities, leadership qualities, and overall performance. It serves as a key component in career development, promotions, and assignments by helping to identify strengths and areas for improvement.

Who needs to fill out the DA Form 2166-9-1?

This form must be completed by the rated NCO's immediate supervisor, known as the rater, and reviewed by a senior rater, who is typically a higher-level commander or supervisor within the chain of command. Additionally, if required, a supplementary reviewer may provide input to ensure a fair and accurate assessment of the NCO's performance. The rated NCO also participates in the process by reviewing and acknowledging the report, though their signature does not indicate agreement or disagreement with its contents.

What information is required in the DA Form 2166-9-1?

The form is divided into several parts, which collect detailed information about the NCO's performance and potential. Part I includes administrative data such as the NCO's name, Social Security Number (or DOD ID No.), rank, and unit. Part II covers authentication by the rater, senior rater, and, if applicable, a supplementary reviewer. Part III describes the NCO's duty position, responsibilities, and areas of emphasis. Part IV assesses the NCO’s performance across various competencies, including character, presence, intellect, leadership abilities, development of others, and achievement of results. Finally, Part V evaluates the NCO's potential for future roles and includes recommendations for next assignments.

How is the DA Form 2166-9-1 used in the evaluation process?

Once completed and signed, the DA Form 2166-9-1 becomes a crucial document for decision-making regarding the NCO's career. It is used not only to provide feedback to the NCO about their performance and development needs but also to inform promotions, selections for advanced training, and assignments. The form helps the U.S. Army ensure that it has competent and effective NCOs in positions where they can best contribute to mission success, while also preparing them for higher responsibilities in the future.

Filling out DA Form 2166-9-1, the NCO Evaluation Report (SGT), is a crucial task that demands attention to detail. A common mistake made during this process is not thoroughly checking the administrative data in Part I. This section includes critical information such as the service member's name, social security number, or DOD ID number, rank, and the period of evaluation. An error as simple as misspelling a name or inputting an incorrect ID number can lead to significant delays and confusion.

Another area often overlooked is the correct entry of the rated NCO’s email address in Part I and the rater and senior rater's email addresses in Part II. Since communication is key to the evaluation process, entering a wrong or outdated email address can impede the proper flow of feedback and necessary correspondence relating to the evaluation.

The importance of accurately recording the rated months in Part I cannot be overstated. This mistake is easy to make but has far-reaching implications regarding the evaluation’s accuracy and fairness. Overlooking the exact duration an NCO was observed can skew the evaluation's outcome, either positively or negatively impacting the individual's career progress.

Errors in Part IV, specifically within the sections detailing the NCO’s performance, professionalism, attributes, and competencies, are significant. The sections require evaluators to mark whether standards were met and provide comments for clarity. Failing to give detailed comments or not accurately reflecting the NCO's performance can lead to an unjust evaluation that might affect the individual’s career trajectory.

Similarly, inaccuracies or omissions in the duty description (Part III) are common missteps. This section is the backbone of the evaluation, outlining the responsibilities and expected outcomes of the NCO's position. A poorly described duty position can lead to a discrepancy between expected and actual performance, influencing the fairness of the evaluation.

Lastly, neglecting the importance of the counseling dates in Part II is a mistake that often goes unnoticed. These dates are crucial for ensuring the NCO has received timely feedback, which is instrumental for professional development. Overlooking or inaccurately documenting these dates can lead to disputes regarding whether appropriate guidance was provided during the evaluation period.

When preparing and submitting the DA Form 2166-9-1 (NCO Evaluation Report (SGT)), a variety of supporting documents and forms are often required to provide a comprehensive evaluation. These documents ensure a thorough and accurate representation of the Non-Commissioned Officer's (NCO's) performance and potential. Below is a list of other forms and documents commonly used alongside the DA Form 2166-9-1.

• DA Form 2166-9-2: This form is used for evaluating non-commissioned officers in the ranks of Staff Sergeant through First Sergeant/Master Sergeant, complementing the DA Form 2166-9-1 by assessing higher-ranking NCOs.
• DA Form 2166-9-3: Similar to the other forms in the 2166 series, this document is utilized for senior NCO evaluations (Sergeant First Class to Sergeant Major), ensuring that leadership at all levels is appropriately assessed.
• DA Form 4856: Developmental Counseling Form is used alongside evaluation reports to document a counselor's observations and plan for future improvement, providing a framework for discussion between the rater and the rated NCO.
• DA Form 4187: Personnel Action requests are important for documenting any administrative actions that might influence the NCO's evaluation, such as duty position changes or special assignments.
• APFT Scorecard (most current): The Army Physical Fitness Test results are crucial for evaluating the physical component of an NCO's performance, reflecting physical readiness and ability to meet Army standards.
• Height and Weight Verification: This documentation is necessary to ensure compliance with Army physical requirements, affecting the overall evaluation of the NCO's professionalism and adherence to standards.
• Support Form (Initial and Senior Rater): These forms outline the objectives and goals for the rated NCO and serve as a guiding document for both the evaluation period and the counseling sessions that should occur throughout the rating period.
• Certificates of Training and Achievement: Any relevant training or achievement documentation that occurred during the evaluation period should be included to provide a complete picture of the NCO's development and contributions.

Together, these documents form a comprehensive package that supports the evaluation process detailed in the DA Form 2166-9-1. Each document contributes unique and essential information, helping raters and senior raters to provide a fair, accurate, and detailed assessment of an NCO's performance and potential for future leadership roles.

The Officer Evaluation Report (OER) form, specifically used within branches of the military like the Army, bears much resemblance to the DA 2166 9 1 form, which is tailored for Non-Commissioned Officers (NCOs). Both documents serve a critical function in assessing the performance and potential of military personnel, providing structured feedback on various attributes and competencies. They play a pivotal role in career progression, detailing areas of strength and those needing improvement. The OER and the DA 2166 9 1 form share sections dedicated to administrative data, evaluation of performance, reviewer comments, and the evaluated individual's acknowledgment, underlining their parallel purposes in fostering professional development and leadership within the military.

The Academic Evaluation Report (AER) is another document with significant parallels to the DA 2166 9 1 form, albeit in an educational context within the military. While the AER focuses on gauging the academic performance, leadership qualities, and military attributes of students in military training environments, it shares the objective of assessing individuals to guide their future roles and responsibilities. Both forms feature sections for personal identification, assessments by superiors, and an evaluation of professional attributes and skills. These evaluations are critical in decision-making processes related to promotions, assignments, and specialized training opportunities.

The Civilian Appraisal form, used for evaluating the performance of civilian employees within the Department of Defense (DoD), also aligns closely with the DA 2166 9 1 form. Although one targets military personnel and the other civilian employees, both aim to systematically assess performance over a specified period. Key components include the setting of objectives, performance assessment against these objectives, and feedback provision. This structured evaluation process supports career development, identifies training needs, and forms the basis for performance-related decisions, including promotions and awards.

The Individual Development Plan (IDP) contrasts with the DA 2166 9 1 form through its focus on outlining specific career goals and the means to achieve them rather than evaluating past performance. However, the underlying principle connecting the two documents is the emphasis on professional growth and preparedness for future responsibilities. Both encourage a forward-looking approach to career progression, with the IDP focusing on identifying opportunities for skills enhancement and the DA 2166 9 1 form offering feedback that can shape the direction of an individual's development plan.

Lastly, the Fitness Report, mainly used in branches such as the Marine Corps, shares numerous similarities with the DA 2166 9 1 form in its purpose and content structure. Both documents evaluate an individual's performance and suitability for future assignments and promotions but do so within their respective service branch's framework. Areas such as leadership, professional conduct, and mission accomplishment are assessed, outlining the individual's strengths and areas needing improvement. These reports are instrumental in shaping military careers, influencing decisions on promotions, assignments, and specialized training paths.

Filling out the DA Form 2166-9-1, the NCO Evaluation Report (SGT), requires attention to detail and an understanding of its importance. This form serves as a key component in evaluating non-commissioned officers' performance and potential for future leadership roles. Below are the essential dos and don'ts to consider:

• Review the instructions carefully found in AR 623-3 and DA PAM 623-3 before beginning the form to ensure compliance with the procedural guidelines.
• Verify all administrative data for accuracy, including the rated NCO’s name, social security number (SSN) or DOD ID number, rank, and unit information, to prevent any future discrepancies.
• Ensure completeness of the performance evaluation, professionalism, attributes, and competencies sections by providing detailed, objective, and fair assessments of the rated NCO’s abilities.
• Discuss the evaluation with the rated NCO, which encourages transparency and understanding regarding the assessment's contents and outcomes.
• Sign and date the form after thoroughly checking that all parts are completed as required, signifying the rater's and senior rater’s approval of the evaluation’s content.
• Maintain confidentiality of the evaluation to protect the privacy of all individuals involved.
• Keep a copy of the signed form for your records and to provide the rated NCO with a copy upon request.

• Leave sections blank unless specifically instructed, as this can lead to misunderstandings or the assumption of overlooked performance aspects.
• Use jargon or unclear language that might be ambiguous or open to misinterpretation; clarity and precision are critical.
• Rush the evaluation process, as doing so may result in a less thorough and accurate depiction of the NCO’s performance and capabilities.
• Inflate or deflate ratings unjustly. Provide an honest assessment based on observable behaviors and outcomes.
• Ignore the importance of bullet comments in providing context to the ratings, especially when marking someone below or above the standard.
• Forget to discuss future goals and developmental needs, which are crucial for the NCO’s growth and progress.
• Disregard the appeals process outlined in AR 623-3, ensuring the rated NCO is aware of their rights and the procedures to follow if they disagree with the evaluation.

Understanding the Da 2166 9 1 form, officially known as the NCO Evaluation Report for Sergeants, is crucial for accurately evaluating non-commissioned officers (NCOs) within the U.S. Army. However, several misconceptions can lead to errors in completing or interpreting this important document. Below are five common misconceptions clarified to ensure a comprehensive understanding of the form and its purpose.

• Misconception 1: The form is only about evaluating the performance of NCOs.
  While it's true that the Da 2166 9 1 form is used to evaluate an NCO's performance, it encompasses more than just an assessment of day-to-day duties. The form also evaluates the NCO's professional attributes, leadership competencies, and potential for future responsibilities, thereby providing a holistic view of their abilities and contributions.

• Misconception 2: Any Army personnel can complete the form.
  In reality, only specific individuals with a direct supervisory relationship to the rated NCO are authorized to complete the form. This includes the rater, the senior rater, and in certain cases, a supplementary reviewer. This ensures that the evaluation is both fair and accurate, reflecting the NCO's performance and potential from those who are most familiar with their work.

• Misconception 3: The signature of the rated NCO indicates agreement with the evaluation.
  The signature of the rated NCO at the end of the process is often misunderstood. This signature does not signify agreement or disagreement with the contents of the evaluation. Instead, it acknowledges that the rated NCO has seen the completed report and verifies the accuracy of the administrative data, the identity of the rating officials, and the details of the counseling dates.

• Misconception 4: The form is static and does not change.
  The Da 2166 9 1 form, like many Army forms, is subject to updates and revisions to reflect changes in evaluation criteria, reporting requirements, and administrative procedures. Users of the form must ensure they are working with the most current version to comply with the latest Army regulations and expectations.

• Misconception 5: All parts of the form must be filled out for every NCO.
  Certain sections of the form are conditional and may not be applicable to every rated NCO. For example, the section on the Army Physical Fitness Test (APFT) and body composition needs only be completed if relevant to the NCO's ability to perform their duties. Understanding these nuances ensures the form is completed correctly and relevantly.

Clearing up these misconceptions is vital for accurately completing the Da 2166 9 1 form. This helps in providing fair, accurate, and meaningful evaluations that contribute to the professional development of NCOs, while also maintaining the integrity of the Army's evaluation process.

When filling out and using the DA Form 2166-9-1, the NCO Evaluation Report for sergeants, there are several key takeaways to keep in mind to ensure its effectiveness and accuracy:

• Accuracy of Administrative Data: It's crucial to verify the accuracy of all administrative data in Part I. This includes the rated NCO's name, social security number or DOD ID number, rank, date of rank, primary MOS, unit, organization, station, ZIP Code or APO, major command, and the correct status code.
• Understanding the Evaluation Components: The form is divided into various parts, each designed to evaluate different aspects of an NCO's performance and potential. Part III focuses on the duty description, while Part IV assesses performance, professionalism, attributes, and competencies. The senior rater's overall potential evaluation is found in Part V.
• Importance of Counseling Dates: The form requires documentation of counseling dates (in Part II), underscoring the importance of regular, documented counseling sessions. These sessions provide a framework for feedback and development discussions between the rater, senior rater, and the NCO, facilitating a more comprehensive evaluation.
• Senior Rater's Narrative: Part V allows the senior rater to compare the rated NCO's potential against others in the same grade whom they have rated. This section of the evaluation is particularly impactful for career progression, making it important for senior raters to provide thoughtful and thorough assessments here, including recommendations for successive and broadening assignments.

Understanding and adhering to the guidance provided by AR 623-3 and DA PAM 623-3, which govern the use of the DA Form 2166-9-1, ensures a fair, accurate, and valuable evaluation process for all involved.