How to Use EES to Generate a DA Form 67-10-1A OER

The Evaluation Entry System (EES) is the Army’s online platform for preparing and processing evaluation reports. Officers, raters, senior raters, and designated administrators use it to enter performance information, review an evaluation, and move the document through the required workflow.

The DA Form 67-10-1A is commonly associated with the officer evaluation process and is used to capture duty description, counseling, performance objectives, and developmental information. Because Army forms and EES screens can change, the exact menu names may vary by account role and system update.

A successful submission depends on accurate profile information, complete duty data, meaningful objectives, and proper routing. EES can help organize the form, but it does not replace counseling, leader input, or a careful review of the final document.

Confirm The Correct Evaluation Form

Before opening a new document, verify that the officer’s rank, component, duty position, and evaluation type match the form being initiated. The DA Form 67-10-1A is generally used as an OER support form, while the completed Officer Evaluation Report is prepared on the applicable DA Form 67-10 series report. Selecting the wrong form can create routing problems or require the evaluation to be restarted.

Check the evaluation period and the officer’s assigned organization. The beginning and ending dates should align with official personnel and assignment records. Confirm the rater, senior rater, and supplementary reviewer, when applicable, before entering substantive content.

If the evaluation is being created for another officer, make sure the correct Soldier record is selected. A mismatch in name, rank, unit, or duty position should be corrected before saving or routing the document.

Access EES And Start The Document

Access EES through an authorized Army network and sign in with the required Common Access Card credentials. Users normally need the appropriate role or permissions to create, edit, review, or sign an evaluation. If the record does not appear, the issue may involve permissions, unit data, or an incorrect personnel relationship rather than a problem with the form itself.

After signing in, locate the function for creating or initiating an evaluation. Select the officer and the appropriate OER support form option. EES may prepopulate fields from Army personnel data, but every imported field should be checked against current orders, duty descriptions, and organizational records.

Save the document as a draft before entering extensive narrative material. A draft provides an opportunity to verify the evaluation period, duty title, organization, and rating chain without prematurely sending an incomplete form into the workflow.

Complete Duty Information And Objectives

Enter a concise duty description that explains what the officer is responsible for, the scope of the position, and any significant areas of authority. Include measurable details when they accurately describe the assignment, such as personnel supported, equipment managed, missions conducted, or resources controlled.

Performance objectives should describe expected results rather than vague aspirations. Strong objectives connect the officer’s duties to readiness, training, leadership, stewardship, and mission accomplishment. Developmental goals may address education, broadening assignments, technical expertise, communication, or preparation for increased responsibility.

Counseling information should support a continuing discussion between the rated officer and rater. It should reflect agreed priorities and provide a foundation for later performance observations. Clear objectives also make it easier to develop relevant OER comments instead of relying on generic phrases.

A senior rater’s assessment should reflect the officer’s potential and relative standing within the appropriate population. Understanding the difference between current performance and future potential is essential; guidance on top block expectations can help explain why senior-rater language must be specific and supportable.

EES Stage	Primary Action	Quality Check
Create	Select the officer and evaluation type	Confirm rank, dates, duty position, and organization
Enter	Complete duty description and objectives	Use accurate, measurable responsibilities
Review	Check narrative and administrative data	Remove vague, unsupported, or contradictory content
Route	Send the form to the next participant	Verify the rating chain and recipient
Sign	Apply the required electronic signatures	Ensure each signer has reviewed the final version
File	Retain or submit the completed record as required	Confirm local personnel filing procedures

Write Specific And Supportable Comments

OER comments should explain what the officer did, how well the officer performed, and why the result mattered. A useful comment links an action to an outcome, such as improved readiness, faster mission execution, stronger team performance, or better stewardship of resources.

Avoid copying the same language into multiple sections. Repeated phrases make it difficult to distinguish performance areas and may weaken the credibility of the evaluation. Use direct language, accurate figures, and examples that fit the officer’s actual duties and grade.

Although NCOERs and OERs use different evaluation forms and rating frameworks, the discipline of writing concise, evidence-based bullets is transferable. Reviewing guidance on a strong NCOER bullet can help raters improve clarity, action-oriented wording, and measurable results when drafting officer comments.

Validate And Route The OER

Use EES validation or review functions to identify missing fields, date conflicts, incomplete counseling information, or absent rating-chain data. Automated checks can catch administrative errors, but they cannot determine whether the narrative is fair, accurate, or sufficiently detailed.

Review the form in its complete or printable view before routing it. Look for page breaks, truncated text, inconsistent abbreviations, incorrect pronouns, and duplicated comments. Confirm that the duty description and objectives match the evaluation period rather than describing a different assignment.

When the document is ready, route it through the sequence shown by EES. The next participant may need to review or return the form before it can proceed. Do not bypass a required reviewer or use an informal copy as a substitute for the official electronic workflow.

Apply Signatures And Retain The Record

Each required participant should review the final content before applying an electronic signature. A signature indicates that the individual has completed the assigned review or acknowledges the evaluation under the applicable rules; it should not be treated as a substitute for reading the document.

If a correction is needed after routing, use the system’s return, amend, or correction process rather than creating conflicting versions. The appropriate action depends on the stage of the evaluation and the nature of the error. Significant changes may require renewed review or signatures.

After completion, confirm that the final document is available through the authorized personnel records process. EES is the preparation and routing tool, while official filing may involve iPERMS or another Army-directed records system. Keep local copies only according to applicable privacy and records-handling requirements.

Practical Review Checklist

Before routing a DA Form 67-10-1A through EES, complete these checks:

• Verify the rated officer, rank, duty position, organization, and evaluation dates.
• Confirm the rater, senior rater, and any required supplementary reviewer.
• Make objectives specific, relevant to the assignment, and measurable where possible.
• Support performance comments with accurate examples, results, and clear leadership impact.
• Review the final document for missing data, formatting errors, and required signatures.

Use EES as a controlled workflow rather than simply a form-filling website. Begin with accurate personnel data, build the support form around documented counseling and objectives, and review every section before routing. Following that process helps produce an OER record that is administratively complete, professionally written, and useful for the officer’s development and career record.