MPAR & SJAR gen

[glen]

At my last and current posting everyone got an mpar. I have received and given them at both locations.

 

[Casual Hero]

Quite frankly I am sick of this. What he wants and what he gets are 2 different things for fecks sake; people you do not get what they think they deserve should perhaps take a long hard look at themselves before blaming the 1st RO.I for one do not wait until the 6 month point to give people 'notes' on how they can improve; there is this thing called Subordinate Development and that is more than an MPAR. For me, if you think you are THAT good then you should know what you need to do.Subjects need to remember that they only remember 1 year in glorious technicolour and surround sound and forget everything they have done wrong or blame it on some one else. 1st RO's have to remember 4,5, 6 or more years of sh!t and b0ll0cks then try to write something cohesive and honest. IT SUCKS GENTLEMEN!I had one guy whinge about his, he even gave me sentances to add to 'make him look better'; to humor him and added one then said I would keep it in if he could tell me which 55 characters to remove and it still make sense. Strangely he shut up!Writing SJARs is a pain in the arse but I am Farly certain (in my experiance anyway) most 1st ROs do their level best to give their guys an honest SJAR that if deserved, will help get them promoted. Whilst MPARs can be an important tool especially if there are contencious(sp) issues need be addressed, they are a minor oart of the process.Play nice please!

WOW ... hope you use the spell check when doing your SJARs

 

[Little Tronk]

Quite frankly I am sick of this. What he wants and what he gets are 2 different things for fecks sake; people you do not get what they think they deserve should perhaps take a long hard look at themselves before blaming the 1st RO.I for one do not wait until the 6 month point to give people 'notes' on how they can improve; there is this thing called Subordinate Development and that is more than an MPAR. For me, if you think you are THAT good then you should know what you need to do.Subjects need to remember that they only remember 1 year in glorious technicolour and surround sound and forget everything they have done wrong or blame it on some one else. 1st RO's have to remember 4,5, 6 or more years of sh!t and b0ll0cks then try to write something cohesive and honest. IT SUCKS GENTLEMEN!I had one guy whinge about his, he even gave me sentances to add to 'make him look better'; to humor him and added one then said I would keep it in if he could tell me which 55 characters to remove and it still make sense. Strangely he shut up!Writing SJARs is a pain in the arse but I am Farly certain (in my experiance anyway) most 1st ROs do their level best to give their guys an honest SJAR that if deserved, will help get them promoted. Whilst MPARs can be an important tool especially if there are contencious(sp) issues need be addressed, they are a minor oart of the process.Play nice please!

WOW ... hope you use the spell check when doing your SJARs

Why should I, they are all ungrateful self important tw@ts anyway.

 

[Soon To Leave]

I believe MPARs could be useful if used properly. One problem is there is nowhere for the subject to respond or record details of an action plan in an area requiring attention.

The responsibility of the 1RO should not stop at reporting weakness areas, they should provide support to the subject and give opportunities to demonstrate improvement.

1ROs have been known to justify a comment in an SJAR by saying it was mentioned in the MPAR without any reference to any action plan, how they helped the subject address the matter or how the subject responded.

The 2RO should be assessing the 1RO on his reporting qualities in both instances and how he developed and improved subjects' weakness areas.

When responding to 1RO comments in the SJAR the subject should be sure to highlight any lack of support particularly if it had been mentioned in their MPAR.

 

[Dan_Brown]

Looking to write my first MPAR's and then their SJAR's for a couple of my lads - does anyone have any examples, guides etc that i can have? (names can be removed to protect the innocent/guilty!)

Thanks.

 

[4everAD]

Dan, make sure you use the mandated MPAR form. As for advice, the MPAR form is just for use between you and the subject as such I tend to make it plain English i.e. you've done this well but you could do this better etc as this avoids any confusion or mis-interpretation. As for the SJARs, everyone develops their own nuances with their SJARs, however I can honestly say that the training you get on IMLC and at any SJAR writing course is excellent and should be followed.

 

[ady eflog]

ILLBW will be turning in his grave

ILLBW will be turning in his grave

Cant believe I'm saying this, its like ILLBW has posessed me!It is your responsibility to ensure you are given a MPAR as much as the 1st RO. If you have failed to look after your own career and take action in the 6 months between MPAR and SJAR then its your own fault. On the other hand if you have written evidence that you have done something about your own destiny then you have reason for complaint. MPAR's are here to stay and a written one is mandatory.

 

[tommo9999]

Competent ROs will provide regular feedback to personnel - there should be no surprises at the MPAR or SJAR stage. If someone is underperforming then tell them - do NOT wait until the MPAR. The feedback can be a quick chat or something more formal in writing if it is needed. I routinely chat to my staff about their performance, opportunities for development and areas of concern however minor. Come MPAR time they are fully aware of how they have been doing before the formal MPAR chat starts and I usually ask them to think about what I am going to say the day before I deliver it. Yes, without question it takes time and can appear less important than some other things but trust me, it takes a whole lot less time than staffing a Service Complaint.

 

[chumpzilla]

I may have gone overboard with mine when I wrote 3 1/2 pages.... But, I went through everything. I mean all of the
objectives
career aspirations
choices of postings
gave advice/feedback on SMART objectives
Discussed the merits of their brag sheet to date and advised on what I believed would make a broader portfolio.

Both candidates were grateful for the time I had invested, but it was a reciprocation of how much effort they had put in to date to their work and brag sheet. Those who aren't as canny, I take the time to search developmental courses, etc for to assist them. As a first RO, I feel I am there to mentor the subordinates around me and help bring them on