Running head: FULL PERFORMANCE STRATEGY ANALYSIS

Full Performance Strategy Analysis

Steven Schear
HRM/531
July 25, 2016
Susan Gates Ennett

FULL PERFORMANCE STRATEGY ANALYSIS

Full Performance Strategy Analysis

The United States Army has a process that is used to determine the performance
management process for its enlisted soldiers. The career of a soldier can be very rewarding, but
constant evaluation of duty performance is important for the Army to continue to provide good
soldiers and future leadership. There are a series of evaluations that are given to enlisted soldiers
to measure performance whether exceptional or negative performance exists. However,
sometimes skill gaps will exist within an examination of a soldiers performance. The United
States Army integrated an quality management regulation that governs the management process,
which is known as Army Regulation 5-1 (Total Army Quality Management). The Army also
provides counseling for its soldiers to acknowledge their performance to determine how they can
improve their own performance and how to develop themselves as a soldier.
Performance Management Process
What is the performance management process? The performance management process is
known as planning work and setting expectations, continually monitoring performance,
developing the capacity to perform, periodically rating performance in a summary fashion, and
rewarding good performance. This process exists for the majority of organizations and in the
United States Army. The methods in the Army are similar to that of a civilian jobs, but confusing
to the average person. Soldiers must be able to develop and improve their technical and tactical
skill as they progress in the Army during their service. If exceptional leadership exists in the
Army they will provide proper motivation for successful professional development. Poor leaders
will not provide the proper advise and leadership that soldiers truly require to take the place of
higher levels of management in the future.

FULL PERFORMANCE STRATEGY ANALYSIS

Explanation of the job analysis

To better understand how the United States Army analysis job performance Army
Regulation 5-1 (Total Army Quality Management) is one of the best ways to describe it.
According to Army Regulation 5-1, (2002), the Armys commitment to performance excellence
through leadership and vision, mission and customer focus, employee empowerment, and
continuous improvement (Purpose). This statement is based on the total soldier concept, which is
meant to develop all the capabilities of a soldier to achieve the Armys mission, customer
relations, while improving the skills for soldiers through motivation. In order for the Army to
accomplish mission soldiers must have excellent leadership to provide them with valid and
sound judgement and management skills. Without this soldiers will not know what it takes to
achieve higher standards and how to progression in the Army.
Examination of the skills gap analysis and performance evaluation
Skills Gaps
There are a number of factors that must be taken into consideration when it comes to the
skills of a soldier and how to eliminate those gaps. Some of the gaps are as follows; poor
leadership, lack of training, lack of understanding, unavailability of training, leadership who does
not want to help soldiers progression, or a combination of all factors. The professional
development of soldiers is very time event oriented. As soldiers progress they must attend the
Basic Leadership Course prior to becoming a sergeant, the Advanced Leadership course prior to
becoming a staff sergeant, and the Senior Leadership Course prior to the rank of sergeant first
class. There are other course for higher ranking enlisted soldiers, but are much more advanced

FULL PERFORMANCE STRATEGY ANALYSIS

than the others. It is important to realize that as soldiers advance in their careers, it is also
important to understand regulations and the responsibilities of each rank. If this is not obtain
soldiers will lack the necessary skills to understand the positions they are promoted to. There
many other reasons for soldiers to have skills gaps during their employment, but the above
factors are those of soldiers and leaders.
Performance Evaluation
Performance evaluations are given in the form of how soldiers do during training, job
performance, education, and physical demands. Soldiers receive end of course performance
reports after training to demonstrate how well they performed. The Department of the Army
Publications Website (n.d.) website, there is a form that explains how well a soldier performed
known as a Department of the Army Form 1059 (Service School Academic Evaluation Report).
The form is given to soldier upon completion of any professional development course in the
Army. It is a form that will exist in a soldiers record for the duration of his or her career and can
effect a soldier promotions later. There are other performance evaluations such as the
Noncommissioned Evaluation Report, Department of the Army 4856 (Counseling Form), and the
Army Physical Fitness Form. These forms are all related to performance and can be departmental
to a soldiers career, if a negative evaluation exists.
Assess counseling for exceptional and negative performance
Lower enlisted soldiers in the Army are counseled on a monthly basis and exceptional
leaders will make sure they are counseled. Monthly counseling is provided to soldiers to inform

FULL PERFORMANCE STRATEGY ANALYSIS

them on their professional development and how they can improve. Soldiers also receive
counseling for negative performance.
Exceptional Performance
Counseling statements are one form of expressing how a soldier performs exceptionally.
The Army awards program recognizes excellence and the high levels of performance and service
demonstrated by soldiers. Awards and decorations provide tangible recognition for acts of valor,
exceptional service or achievement, special skills or qualifications and acts of heroism. There are
many reasons for rewarding soldiers. One example is rewarding soldiers for combat related
performance, physical training, and for certificates of achievement for hard work. Awards along
with monthly evaluation report will inform a soldiers chain of command as he or she moves
from one duty station to next how a soldier performed. This allows leaders to gage how soldiers
performed in the past and a general idea of what to expect from them in the future. Evaluations
and awards are maintained throughout a soldiers career and they provide motivating factors for
soldiers to continuing to perform well.
Negative Performance
Soldiers are rewarded for good performance, but there are those that are punished for
adverse behavior. A few examples of negative performance are drug and alcohol abuse, failure to
report to duty on time, disrespect to a noncommissioned or commissioned officer, disobeying a
lawful order, and just pure incompetent soldiers. No negative performance is good and can cause
real problems as a soldier seeks career advancement. Disciplinary actions can be taken upon a
soldier in accordance with the Uniform Code of Military Justice, which governs the punitive

FULL PERFORMANCE STRATEGY ANALYSIS

actions the Judicial Branch of the Army can impose. According to United States Air Force (n.d.),
some provisions of the UCMJ concern Common Law crimes, such as murder, rape, Larceny,
and Arson. The elements of these offenses do not differ from those in state codes. Other
provisions deal with offenses that are unique to the military, including absence offenses, dutiesand-orders offenses, superior-subordinate relationship offenses, and combat-related offenses
(Uniform Code of Military Justice). It is important for soldiers to understand judicial
punishments that can be imposed upon them, should they preform negatively. Without a good
understand soldiers would not know what to expect and what is considered wrong in the
militarys opinion.
Conclusion
After analyzing a small portion of what is expected of soldier in regards to performance
the performance management process can be better understood. Although this was a brief look
into performance expectation, it gives the average person a basic understanding. Soldiers can
receive rewards for exceptional performance, but negative performance can be harmful to a
soldiers career. Leaders provide guidance to inform soldiers on their performance, but they must
be able to take it upon themselves to advance in the military. Evaluations can help soldiers, but
poor leaders can cause soldiers to become misinformed about what must be done to advance in
the United States Army. Half the battle for soldiers is to find outstanding leaders that are willing
to provide guidance that will help them progress. Without exceptional leadership soldiers must
learn by themselves to overcome skill gaps. This can sometimes be the hardest part about career
progression in the Army because soldiers will have to determine their own performance and how

FULL PERFORMANCE STRATEGY ANALYSIS

to proceed. At least the Army developed methods to monitor the performance, but they may not
always effective.

FULL PERFORMANCE STRATEGY ANALYSIS

References
Department of the Army. (2022). Total Army Quality Management.
Retrieved from http://www.apd.army.mil/pdffiles/r5_1.pdf
Department of the Army Publications Website. (n.d.). Army Publications. Retrieved
from http://www.apd.army.mil/ProductMaps/EForms/DAForms.aspx
United States Airforce. (n.d.). Uniform Code of Military Justice. Retrieved from
http://www.au.af.mil/au/awc/awcgate/ucmj.htm