Fill in a Valid Da 2166 9 1 Form

Misconceptions about the DA 2166-9-1 form can lead to confusion and errors in the evaluation process. Here are eight common misconceptions and clarifications to help understand the form better.

• Misconception 1: The form is only for senior NCOs.

This form is specifically designed for evaluating Sergeants (SGT). It applies to all NCOs at this rank, not just those in senior positions.

• Misconception 2: Completing the form is optional.

Submission of the DA 2166-9-1 is mandatory for NCO evaluations. It is a critical part of the performance management process.

• Misconception 3: The rated NCO must agree with the evaluation to sign.

The rated NCO's signature confirms the accuracy of administrative data and acknowledges the review process, not agreement with the evaluation itself.

• Misconception 4: The rater's comments are not important.

Rater comments are essential. They provide context and justification for the ratings given, impacting the NCO’s future opportunities.

• Misconception 5: The evaluation is only about past performance.

The evaluation also assesses potential for future assignments and leadership roles. It plays a significant role in career progression.

• Misconception 6: The form can be submitted without a senior rater's review.

A senior rater's review is a required step in the evaluation process. It ensures a second level of oversight and validation.

• Misconception 7: The DA 2166-9-1 form is the same for all branches of the military.

This form is specific to the Army. Other branches have their own evaluation forms and processes.

• Misconception 8: Only the rater can provide comments on the rated NCO's performance.

While the rater provides the primary evaluation, the rated NCO can also include comments, especially regarding their agreement or disagreement with the assessment.

The DA Form 2166-9-1 is a critical document used for evaluating Non-Commissioned Officers (NCOs). It is essential to accompany this form with several other documents to ensure a comprehensive evaluation process. Below is a list of related forms and documents that are commonly used in conjunction with the DA Form 2166-9-1.

• DA Form 2166-9-2: This form is used for evaluating NCOs in the rank of Staff Sergeant and above. It provides a structured format for performance appraisal and includes similar sections for evaluation as the DA Form 2166-9-1.
• IRS W-9 form - This vital document is used to provide taxpayer identification numbers to entities paying income, with comprehensive instructions available at https://smarttemplates.net/fillable-irs-w-9/.
• DA Form 4856: The Developmental Counseling Form is utilized for documenting counseling sessions between leaders and soldiers. It helps outline expectations, performance issues, and developmental goals.
• DA Form 67-9: This form is used for officer evaluations. While it pertains to officers, it may be referenced during NCO evaluations for comparative assessments of leadership and performance standards.
• DA Form 705: This is the Army Physical Fitness Test Scorecard. It records the results of the APFT, which is a critical component of the evaluation process outlined in the DA Form 2166-9-1.
• DA Form 5500/5501: These forms are used to record body composition data. They are essential for ensuring compliance with Army weight standards, which are evaluated in the NCO's performance review.
• AR 623-3: This regulation outlines the policies and procedures for the Army's evaluation system. It provides guidance on how to complete evaluation forms and the roles of raters and senior raters.
• DA PAM 623-3: This pamphlet serves as a companion to AR 623-3. It offers detailed instructions and examples for completing evaluation forms, including the DA Form 2166-9-1.

Incorporating these documents into the evaluation process enhances the accuracy and effectiveness of performance reviews. Ensure that all relevant forms are completed and submitted timely to maintain compliance and support the professional development of NCOs.

When completing the DA 2166-9-1 form, individuals may encounter several common mistakes that can affect the evaluation process. Below are four key errors to avoid:

1. Incomplete Administrative Data: Failing to fill out all required fields in Part I can lead to delays or complications. Ensure that the name, SSN, rank, and other details are accurate and complete.

2. Incorrect Dates: Entering the wrong dates for the period covered or counseling dates can create confusion. Double-check all date entries for accuracy before submission.

3. Missing Signatures: Omitting the signatures of the rater, senior rater, or supplementary reviewer can invalidate the report. All required signatures must be present for the form to be considered complete.

4. Inaccurate Performance Evaluation: Providing vague or unsubstantiated comments in the performance evaluation sections can weaken the report. Specific examples and clear assessments are essential for a strong evaluation.

By being aware of these common mistakes, individuals can improve the accuracy and effectiveness of their evaluations. Attention to detail is crucial in this process.