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Leadership toolset
Description: The purpose of the ARMIFIED Leadership Development& Performance Framework is to provide structured, objective, and continuous performance management that:
- Informs Soldiers of their performance and potential.
- Motivates sustained professional growth and development.
- Improves individual, team, and organizational effectiveness.
- Supports sound administrative, personnel, and talent management decisions
The framework emphasizes deliberate planning, clearly defined expectations, measurable goals, and continuous feedback in order to reduce subjectivity and increase consistency across leaders and formations. Through this structured process, Soldiers are empowered to:
- Understand performance standards and expectations.
- Monitor and assess their own progress.
- Align personal development goals with unit and organizational objectives.
- Take ownership of professional growth.
The Army has already established the doctrinal foundation for performance management through:
- Initial Counseling
- Quarterly Performance Counseling
- Support Form
- NCOER & OER
It is recommended that:
- Each Soldier receives formal initial counseling from their rater or immediate leader.
- A copy of the initial counseling be maintained in accordance with unit policy and applicable regulations, with documentation completed at least annually.
- Quarterly counseling sessions be conducted to review progress toward established goals and expectations.
- Documentation of quarterly counseling may be retained by both the Soldier and leader for reference and continuity.
This framework reinforces existing Army processes by improving alignment, consistency, and developmental effectiveness across the performance management cycle. Objective development is executed through a deliberate five-step process, as illustrated below:
Establish and clearly communicate appropriate objectives and expectations.
Develop objectives with the soldier and discuss duties, responsibilities, and performance.
Approve plans of action to meet objectives and coordinate with the chain of command as required.
Assess progress throughout the rating period, adjust plans as needed, and provide.
Evaluate overall performance and results at the end of the rating period and establish.
Unit and organizational objectives; individual self-development needs.
Objective setting aligned with duty position and leadership expectations.
Plans of action to accomplish assigned duties and mission requirements.
Quarterly progress reviews to assess performance, provide feedback, and adjust objective
Annual performance evaluation and re-establishment of objectives for the next rating period.
Discuss areas of responsibility related to assigned objectives and individual self-development needs.
Prepare proposed objectives for discussion with the leader and review duties and performance expectations.
Develop plans of action to achieve established objectives for leader approval and execute assigned duties to standard.
Assess progress and communicate challenges or issues with the leader as they arise.
Conduct a self-assessment for the annual evaluation and prepare proposed objectives for the next rating period.
Initial Counseling
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Quarterly Counseling
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NCOER
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OER
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