DA Form 67-9-1A Developmental Support Form

The DA Form 67-9-1A also known as the Developmental Support Form is an optional part of the process of preparing an officer evaluation report. The DA 67-9-1A is mandatory when evaluating junior officers - captains, lieutenants and warrant officers. In all other cases, the rater decides whether to use the form or not.

In April 2014, the U.S. Army changed their officer evaluation reporting forms to a new format switching from the DA Form 67-9 series to the DA 67-10 Forms. The final edition of the Developmental Support Form was released by the Department of the Army (DA) in October 2011. The latest available version of the DA 67-9-1A can be downloaded below.

What Is DA Form 67-9-1A?

The DA 67-9-1A is filled as the result of face-to-face counseling sessions and contains a written development plan for the officer being rated. The emphasis is mainly on leadership skills but also includes operating and personal development.

Generally speaking, this form is a part of the process of assisting junior officers in their integration into Army leadership culture. Its purpose is to institutionalize Army values and standardize the process of junior developmental counseling.

ADVERTISEMENT
SEE PRIVACY ACT STATEMENT
IN AR 623-3
NAME OF RATED OFFICER (Last, First, MI)
SSN
GRADE
ORGANIZATION
PART I - INSTRUCTIONS.
Use of this form is mandatory for CPTs, Lieutenants, and WO1s; optional for all other ranks.
Initial face-to-face (Part II and III)
Quarterly Follow-up Counselings (Part V- Reverse)
-
Discuss duty description/major performance objectives from DA Form 67-9-1.
-
Discuss major performance objectives and progress made. Adjust as
-
Discuss Army leader values, attributes and skills as related to future duty
needed.
performance and professional development (Part II: Leader Character)
-
Discuss progress made on developmental tasks; update/modify tasks as needed
-
Complete Developmental Action Plan (Part III)- Record at least one
to continue developmental process.
developmental task for each leadership action that targets major performance
-
Rater summarize key points in appropriate block of Part V.
objectives listed on DA Form 67-9-1.
-
Rater and rated officer initial, date, and keep a file copy for use during later
-
Upon completion of the initial face-to-face counseling, date and initial Part IV
counselings.
(verification). Obtain senior rater's initials. Rated officer and rater retain file copy
for use during later follow-up counselings.
NOTE: Reference for Army Leadership Doctrine is FM 22-100.
Disposition of the leader: combination of values, attributes, and skills affecting leader actions. (See FM 22-100)
ARMY VALUES
1. HONOR Adherence to the Army's publicly declared code of values
5. RESPECT: Promotes dignity, consideration, fairness, & EO
2. INTEGRITY:
6. SELFLESS-SERVICE: Places Army priorities before self
3. COURAGE:
7. DUTY: Fulfills professional, legal, and moral obligations
4. LOYALTY: Bears true faith and allegiance to the U.S. Constitution, the Army, the unit, and the soldier
EMOTIONAL
ATTRIBUTES
MENTAL
PHYSICAL
Fundamental qualities and
Possesses desire, will, initiative, and
Maintains appropriate level of physical
Displays self-control; calm under pressure
discipline
fitness and military bearing
characteristics
CONCEPTUAL
SKILLS (Competence)
INTERPERSONAL
TECHNICAL
Demonstrates sound judgment, critical /
Shows skill with people: coaching, teaching,
Possesses the necessary expertise to
Skill development is part of self-
creative thinking, moral reasoning
development; prerequisite to action
counseling, motivating and empowering
accomplish all tasks and functions
TACTICAL
Demonstrates proficiency in required professional knowledge, judgment, and warfighting
PART III - DEVELOPMENTAL ACTION PLAN.
Development tasks that target major performance objectives on the DA Form 67-9-1.
(See FM 22-100)
INFLUENCING: Communicating, Decision Making, Motivating
COMMUNICATING. Articulates written and oral ideas/concepts clearly and concisely. Message received equals message sent. Displays effective
listening skills.
DECISION MAKING. Reaches sound, logical decisions based on analysis/synthesis of information, and uses sound judgment to allocate resources
and select appropriate course(s) of action.
MOTIVATING. Inspires, motivates, and guides others towards mission accomplishment. Sets the example by being in excellent physical / mental
condition and consistently displaying proper military bearing.
OPERATING: Planning, Executing, Assessing
PLANNING. Uses critical and creative thinking to develop executable plans that are suitable, acceptable, and feasible.
EXECUTING. Shows tactical and technical proficiency; meets mission standards; takes care of people/resources. Maximizes the use of available
systems and technology. Performs well under physical and mental stress.
DA FORM 67-9-1a, MAR 2006
PREVIOUS EDITIONS ARE OBSOLETE.
Page 1 of 2
APD v1.00
SEE PRIVACY ACT STATEMENT
IN AR 623-3
NAME OF RATED OFFICER (Last, First, MI)
SSN
GRADE
ORGANIZATION
PART I - INSTRUCTIONS.
Use of this form is mandatory for CPTs, Lieutenants, and WO1s; optional for all other ranks.
Initial face-to-face (Part II and III)
Quarterly Follow-up Counselings (Part V- Reverse)
-
Discuss duty description/major performance objectives from DA Form 67-9-1.
-
Discuss major performance objectives and progress made. Adjust as
-
Discuss Army leader values, attributes and skills as related to future duty
needed.
performance and professional development (Part II: Leader Character)
-
Discuss progress made on developmental tasks; update/modify tasks as needed
-
Complete Developmental Action Plan (Part III)- Record at least one
to continue developmental process.
developmental task for each leadership action that targets major performance
-
Rater summarize key points in appropriate block of Part V.
objectives listed on DA Form 67-9-1.
-
Rater and rated officer initial, date, and keep a file copy for use during later
-
Upon completion of the initial face-to-face counseling, date and initial Part IV
counselings.
(verification). Obtain senior rater's initials. Rated officer and rater retain file copy
for use during later follow-up counselings.
NOTE: Reference for Army Leadership Doctrine is FM 22-100.
Disposition of the leader: combination of values, attributes, and skills affecting leader actions. (See FM 22-100)
ARMY VALUES
1. HONOR Adherence to the Army's publicly declared code of values
5. RESPECT: Promotes dignity, consideration, fairness, & EO
2. INTEGRITY:
6. SELFLESS-SERVICE: Places Army priorities before self
3. COURAGE:
7. DUTY: Fulfills professional, legal, and moral obligations
4. LOYALTY: Bears true faith and allegiance to the U.S. Constitution, the Army, the unit, and the soldier
EMOTIONAL
ATTRIBUTES
MENTAL
PHYSICAL
Fundamental qualities and
Possesses desire, will, initiative, and
Maintains appropriate level of physical
Displays self-control; calm under pressure
discipline
fitness and military bearing
characteristics
CONCEPTUAL
SKILLS (Competence)
INTERPERSONAL
TECHNICAL
Demonstrates sound judgment, critical /
Shows skill with people: coaching, teaching,
Possesses the necessary expertise to
Skill development is part of self-
creative thinking, moral reasoning
development; prerequisite to action
counseling, motivating and empowering
accomplish all tasks and functions
TACTICAL
Demonstrates proficiency in required professional knowledge, judgment, and warfighting
PART III - DEVELOPMENTAL ACTION PLAN.
Development tasks that target major performance objectives on the DA Form 67-9-1.
(See FM 22-100)
INFLUENCING: Communicating, Decision Making, Motivating
COMMUNICATING. Articulates written and oral ideas/concepts clearly and concisely. Message received equals message sent. Displays effective
listening skills.
DECISION MAKING. Reaches sound, logical decisions based on analysis/synthesis of information, and uses sound judgment to allocate resources
and select appropriate course(s) of action.
MOTIVATING. Inspires, motivates, and guides others towards mission accomplishment. Sets the example by being in excellent physical / mental
condition and consistently displaying proper military bearing.
OPERATING: Planning, Executing, Assessing
PLANNING. Uses critical and creative thinking to develop executable plans that are suitable, acceptable, and feasible.
EXECUTING. Shows tactical and technical proficiency; meets mission standards; takes care of people/resources. Maximizes the use of available
systems and technology. Performs well under physical and mental stress.
DA FORM 67-9-1a, MAR 2006
PREVIOUS EDITIONS ARE OBSOLETE.
Page 1 of 2
APD v1.00
ASSESSING. Uses after-action and evaluation tools to facilitate consistent improvement.
IMPROVING: Developing, Building, Learning
DEVELOPING. Teaches, trains, coaches and counsels subordinates increasing their knowledge, skills and confidence.
BUILDING. Develops effective, disciplined, cohesive, team built on bonds of mutual trust, respect, and confidence. Fosters ethical climate.
LEARNING. Actively seeks self-improvement (individual study, professional reading, etc.), and fosters a learning environment in the unit (IPRs, AARs,
NCOPD, etc.)
PART IV - VERIFICATION:
Rater initials
Rated officer initials
Date
Senior rater initials
PART V - DEVELOPMENTAL ASSESSMENT RECORD. Summary of key points made during follow-up counselings. Highlight progress and
strengths observed as well as developmental needs across values, attributes, skills and actions.
1st Assessment
Key Points
Rated officer initials
Rater initials
Date
2nd Assessment
Key Points
Date
Rated officer initials
Rater initials
3rd Assessment
Key Points
Date
Rated officer initials
Rater initials
Page 2 of 2
DA FORM 67-9-1a, MAR 2006
APD v1.00

Download DA Form 67-9-1A Developmental Support Form

1039 times
Rate
4.6(4.6 / 5) 83 votes
ADVERTISEMENT

DA Form 67-9-1A Instructions

The evaluation process is divided into three parts: the beginning of the rating period, the rating period itself and the end of the rating period.

Part 1 - The beginning of the rating period.

After the rated officer assumes their duties, they will receive a copy of the DA Form 67-9-1A. The rated officer then files Parts IV and V - Duty Description and Major Performance Objectives.

The rater conducts a session of initial counseling with the rated officer within the first 30 days and reviews the filled-in sections of the form. They will then discuss goals that support a healthy workplace environment and help the growth and development of personnel.

The rater must complete Part I, Block K and Part V, Block E and provide self-development goals in Part IV. After the initial interview the rater dates and signs the form in Part III. The rater then forwards the form to the senior rater, who must review the form and initial it in Part III.

The DA Form 67-9-1A is then returned to the rated officer who signs it last.

Part 2 - The rating period.

During the rating period, the rated officer uses the form as a performance guide. Raters must conduct follow-up counseling sessions to make adjustments to the set goals and objectives.

Upon completing each session the rated officer and rater must initial and date the DA Form 67-9-1A in Part III.

Part 3 - The end of the rating period

The officer must complete their form by the end of the rating period by documenting how well they have accomplished the objectives set during the evaluation. They then forward the form to the rater one last time.

The rater and senior rater will use the information contained within the DA 67-9-1A when preparing their final evaluation report.

DA 67-9-1 Related Forms

  1. DA Form 67-9, Officer Evaluation Report - or OER for short - is the key form of the Officer Evaluation Process. Prepared by the rating chain, this report provides the Department of the Army HQ with information about the rated officers' competence, mental and physical condition, leadership abilities and potential for promotion. The rating chain one or more raters and the report is universal for officers of any rank. When completed, the report is signed by all parties and forwarded to the HQDA.
  2. DA Form 67-9-1, Officer Evaluation Support Form is used to assist the raters in preparing the evaluation report. The form is similar to the DA Form 67-9-1A: the rated officer will receive a copy at the beginning of the rating period and will file Parts IV and V. The OER Support Form is supposed to promote a top-down emphasis on leadership communication, integrating the rated officer participation in objective setting, performance counseling, and evaluation.
Page of 2