How to Create a Rater Profile as a New Supervisor

Becoming a new Army supervisor brings more than responsibility for daily performance. You must also understand how your observations become official evaluation input, how rating relationships are recorded, and how your completed reports affect your rater profile in the Evaluation Entry System (EES).

A rater profile is built around the evaluations you submit for eligible rated Soldiers. It helps show how your assessments compare across time and provides context for senior leaders reviewing your ratings. Because the profile is connected to the rating chain and approved reports, accuracy at the beginning prevents administrative problems later.

The process is generally less about manually entering a profile and more about establishing the correct rating relationship, obtaining system access, and completing evaluations through the authorized workflow. Local S1, HR professionals, and rating officials can clarify requirements when unit procedures differ.

Understand What A Rater Profile Does

A rater profile records the distribution of performance assessments made by a rater. In practical terms, it gives leaders a broader view of whether a supervisor’s evaluations consistently reflect documented performance and appropriate differentiation among rated Soldiers.

The profile is associated with the reports processed under your role as a rater. It should never be treated as a target for placing a Soldier in a particular box or category. The rating must reflect duty performance, potential, leadership behavior, and substantiated accomplishments during the evaluation period.

New supervisors should also distinguish between the rater, senior rater, supplementary reviewer, and rating scheme. Each role has separate responsibilities. A profile cannot be managed correctly when the rating chain is inaccurate or when a supervisor assumes that access to EES automatically authorizes every evaluation action.

Confirm Your Rating Relationship

Before using EES, verify that you are formally designated as the rater for the Soldier or Soldiers concerned. The rating scheme should identify the rated Soldier, rater, senior rater, and any supplementary reviewer required by the applicable evaluation form and command policy.

Check the rated Soldier’s name, rank, duty position, organization, and evaluation dates. A mismatch in organization or dates can cause a report to route incorrectly, delay signatures, or attach to the wrong rating history. Your unit’s S1 or administrative office can help correct information before the report is started.

Access credentials are equally important. Sign in through the approved Army system and confirm that your role permits you to create or edit the appropriate evaluation. If the Soldier does not appear in your available roster, do not create a workaround. Ask the servicing HR office or system administrator to correct the relationship.

Set Up Your EES Access

Once the rating chain is verified, open the authorized evaluation workspace and review the available profile or rating tools. Some information is generated by the system after reports are initiated, signed, and accepted, so a new supervisor may not see a meaningful profile immediately.

A useful EES setup guide can help explain the general workflow, including account access, evaluation entry, routing, and review steps. Since EES functions and local procedures may change, use current Army guidance and confirm technical questions with your organization’s HR personnel.

Do not enter estimated ratings simply to populate a profile. The quality of the profile depends on valid, completed reports. If a screen asks for information you cannot verify, pause the transaction and obtain clarification rather than guessing.

Build A Reliable Evaluation Record

A strong rater profile begins with strong evaluation preparation. Maintain counseling notes, performance objectives, duty descriptions, awards, completed missions, training results, and documented leadership outcomes throughout the rating period. These records help you write specific comments instead of relying on memory at the end.

Counsel the rated Soldier according to the required schedule and document meaningful discussions. Good counseling connects expectations with observable results. It also gives the Soldier a fair opportunity to understand strengths, correct weaknesses, and provide relevant accomplishments before the report is finalized.

Area to Verify	Why It Matters	New Supervisor Action
Rating chain	Determines who may prepare, review, and sign the report	Confirm roles with the S1 or command
Evaluation dates	Establishes the correct period of observation	Compare dates with orders and duty history
Duty description	Frames the performance assessment	Review responsibilities with the Soldier
Counseling records	Supports specific, balanced comments	Maintain notes throughout the period
System status	Shows whether the report is saved, routed, or complete	Track actions until final acceptance

Review each evaluation for factual accuracy before signing. Ensure that duty performance, leadership attributes, potential, and achievements are described consistently with the evidence available. Inflated wording, unsupported claims, and vague praise can reduce the credibility of both the report and the profile.

Monitor Reports Through Completion

Creating an evaluation entry is only one stage of the process. Follow the report through rater input, senior-rater review, supplementary review when required, signatures, and final submission. A draft that remains in an inbox may not count as a completed report for administrative purposes.

Pay attention to returned evaluations and system notifications. A returned report may indicate missing information, an incorrect role, an invalid date, or a routing issue. Correct the identified problem promptly and review the entire report before resubmitting it.

Keep copies of relevant correspondence and track the report’s final status according to unit procedures. If a completed evaluation does not appear in the expected record or profile, contact the appropriate administrative office. Avoid repeatedly creating duplicate reports because duplicates can create confusion in the Soldier’s evaluation history.

Avoid Common Profile Problems

Many new supervisors encounter difficulties because they treat the rater profile as a personal scorecard rather than an administrative record built from completed evaluations. The best protection is consistent documentation, honest differentiation, and careful review of every system field.

Use the following practices when establishing your first profile:

• Confirm the rating scheme before opening an evaluation.
• Keep counseling and performance records organized by Soldier and evaluation period.
• Use specific, observable examples instead of generic performance language.
• Review routing, signatures, and final status after every submission.
• Request assistance from the S1, HR specialist, or system administrator when access or profile data appears incorrect.

The EES Army resource provides general information about NCOERs, OERs, rating profiles, and related Army administrative processes. It is an informational resource rather than an official government portal, so compare its guidance with current Army regulations, department publications, and local command instructions.

Start your first evaluation cycle by confirming the rating relationship, checking system access, and scheduling counseling before drafting any comments. Accurate records and a disciplined submission process will help establish a reliable rater profile and support fair, defensible evaluations for the Soldiers you supervise.