How to Use EES to View Your Rater Profile History

The Evaluation Entry System (EES) gives Army personnel a central place to prepare, review, and manage evaluation information. For eligible raters and senior raters, it can also provide visibility into profile data used to monitor rating patterns and compliance with evaluation requirements.

A rater profile history may help you understand how previous reports contributed to your profile, identify possible gaps, and prepare for counseling or an upcoming evaluation. The information displayed can depend on your role, permissions, component, and the current status of records in Army systems.

EES is an administrative resource rather than a replacement for your local S-1, human resources specialist, or rating chain. Use the system to review available information, then verify anything important through official personnel channels before relying on it for a promotion or evaluation decision.

Prepare Before Accessing EES

Use a government-approved computer or network connection when required by Army policy. Have your Common Access Card (CAC), card reader, and current credentials ready. If your account has recently changed roles or organizations, access permissions may take time to update.

Your profile may be connected to your rank, unit, duty position, and assigned rating responsibilities. Confirm that these details are current before interpreting the history. A recent transfer, change of rater, or change in duty position can affect which evaluations appear under your account.

It is also useful to know the approximate dates of the reports you expect to see. Keep copies of approved evaluations, rating scheme documents, and counseling records available for comparison, while protecting personally identifiable information.

Sign In And Locate The Profile Area

After signing in to EES, look for the area associated with rater profiles, evaluation profiles, or rating history. Menu names and screen layouts can change as Army applications are updated, so the exact path may differ from one session to another.

The system may present separate options for evaluations you initiated, evaluations you reviewed, and profile information associated with your rating responsibilities. Select the profile or history view rather than opening a new evaluation form. If the system asks you to choose a rating period, component, or organization, use the option that matches the records you need to review.

Some users may see limited information because they are not assigned as a rater or senior rater for the selected period. Access restrictions do not necessarily mean that an evaluation is missing; they may indicate that the record belongs to another profile or requires administrative synchronization.

Review The Entries Carefully

A profile history generally provides a record of rating activity and related evaluation data. Depending on the report type and your permissions, you may see dates, rated Soldier information, report status, grade categories, or statistical indicators. Read the labels on the page carefully because profile data is different from a complete copy of an NCOER or OER.

Pay attention to the reporting period, the status of each evaluation, and the identity of the rating official. A draft, referred report, submitted report, and approved report may not be treated the same way in the system. An entry that appears incomplete could still be moving through validation or approval.

The history can also help you compare your local records with system data. If an evaluation appears under the wrong period, is associated with an incorrect organization, or remains pending after approval, save the relevant details for follow-up rather than attempting repeated edits.

Understand What The History Means

A rater profile is designed to support oversight of rating patterns. It may help show whether a rater’s evaluations are distributed consistently across performance and potential categories. The profile is not a simple scorecard, and it should not be interpreted without considering rank, duties, population, report timing, and the circumstances of each rating period.

Information You May See	What It Can Help You Check	What It Does Not Prove
Evaluation dates	Whether reports fall within expected periods	That every required report is present
Rater or senior rater identity	Whether the correct rating relationship was recorded	That the rating chain was properly approved
Report status	Whether an evaluation is draft, submitted, or complete	That the final record is already filed in every personnel system
Rating distribution indicators	General patterns in evaluations	That a Soldier will receive or miss a promotion
Organization or duty information	Whether the profile matches your assignment	That historical unit data is error-free

Profile history should therefore be treated as an administrative reference. It can reveal patterns or discrepancies, but it does not independently determine promotion outcomes, selection-board decisions, or the validity of a disputed evaluation. For broader career tracking, personnel may also review promotion board results through the appropriate HRC resources.

Compare EES With Your Official Records

Review each visible entry against your saved evaluation documents and local administrative records. Compare report dates, rated Soldier details, rater information, senior rater information, and final status. Small differences can indicate a data-entry issue, delayed processing, or a mismatch between connected Army systems.

Do not alter or recreate an evaluation simply because the profile history looks different from your paper or electronic copy. First determine whether the record is still processing. Your S-1, servicing administrative office, or evaluation support personnel can explain which system owns the correction.

When reporting a discrepancy, provide concise supporting information: the evaluation type, reporting period, affected Soldier or rating official, date of submission, and the specific field that appears incorrect. Avoid sending unnecessary personal information through unsecured email or unofficial channels.

Resolve Missing Or Incorrect Information

Common causes of missing profile history include incomplete workflow actions, incorrect rating-chain assignments, profile changes after a permanent change of station, and delays in synchronization. A report may also be unavailable if your account does not have the role required to view it.

Start with the rating chain or unit administrator when the issue concerns a current evaluation. Contact the servicing S-1 for personnel-record questions and follow the established Army help-desk process for technical errors. Record ticket numbers, dates, and responses so that you can demonstrate the steps already taken.

If you believe an evaluation contains a substantive error or unfair rating, administrative correction and formal appeal are separate paths. Review the applicable policy and eligibility requirements before filing anything; a guide to the OER appeal process can help explain potential grounds, but official Army guidance controls.

Build A Reliable Review Routine

Checking your profile once is less useful than maintaining a consistent record. Review EES after a report is finalized, after a change in rating responsibility, and before major personnel actions when the information is relevant. Keep dates and screenshots only in approved locations and handle them according to privacy and records requirements.

Use these practices to make each review more effective:

• Confirm your role, organization, and reporting period before opening history.
• Compare profile entries with approved evaluation copies and local records.
• Record discrepancies with dates, report identifiers, and supporting documents.
• Ask the S-1 or evaluation administrator to verify issues before escalating them.
• Protect CAC credentials, personal data, and screenshots from unauthorized access.

A careful review can give you a clearer picture of your evaluation record while reducing confusion about what EES does and does not display. Sign in through the authorized Army access route, examine the available history, and promptly route unresolved discrepancies to the appropriate personnel office.