Peter Sperry

If you and your boss are communicating regularly and well, year end evaluations should not contain any surprises. If not, your organization has much deeper problems. Personally, I always liked receiving and conducting quaterly enlisted/NCO updates when I was in the National Guard. It helped keep personal training plans on track, identified and corrected small problems before they became big ones and most importantly, eliminated surprises during the year end evaluations. And, yes a formal review process works best. Some NCOs tried to wing it and invariably ended up at years end explaining to some poor private “gee, I’d like to promote you but we forgot to conduct skill tests for your MOS during annual training so we’ll have to wait until next year.”