In order to properly render a Relief for Cause evaluation report a leader must know the definitions associated with the report and how they apply to the process.
In order to understand the purpose of relief, let’s examine a few definitions that may be useful in determining if a Relief-for-Cause Report is warranted.
Demonstration by an individual which reflects an NCO’s or Officer’s inability to perform the duties and responsibilities of his rank or MOS/Functional Area. It is imperative that the commander weigh all factors before making a decision concerning inefficiency. These factors may include:
1. Has the NCO/Officer recently been reclassified into his current MOS?
2. Has the individual been improperly assigned outside his MOS into a field that requires extensive or special training?
3. Is there a personality conflict between the individual and a member of the command requesting the relief?
This refers to wrongful or improper conduct which does not necessarily involve the commission of an offense considered punishable under the UCMJ.
The process of formally providing a completed evaluation report to a rated Soldier for review and acknowledgment. Referral is accomplished by the senior rater. This procedure ensures the rated Soldier is advised they are permitted to comment on adverse information contained in the evaluation or addenda before it becomes a matter of permanent record. The referral may be accomplished face-to-face, but a written referral method is recommended when the Soldier is not present to accomplish the process in person. This provision does not apply to NCOERs, however it is applicable to NCOER addenda processes.
The removal of a rated Soldier from an assigned position based on a decision by a member of the Soldier’s chain of command/supervisory chain that his or her personal or professional characteristics, conduct, behavior, or performance of duty warrant his or her removal from the position in the best interests of the U.S. Army. Relief actions require the completion of a “Relief for Cause” OER or NCOER. A relieved officer or NCO cannot prepare or submit an evaluation report on their subordinates during the suspension period leading up to the relief or after the relief is final.
This is related to misconduct and involves an action or actions committed with reckless disregard of consequences.
Note: Please keep in mind that most of the following information is not regulatory in nature. This information is to be used only as a guide to provoke thought and understanding of the issue. Before directing or initiating a Relief-for-Cause it is imperative that you contact one of the agencies listed under Local Sources, or follow the procedures established by your local command. The procedures concerning the relief of an individual may vary from unit to unit.
As I have previously stated, proper and professional counseling is imperative and provides clear and direct guidance to NCOs/Officers. If the unit enforces a solid counseling program many problems will be solved at the lowest level. Moreover, if the counseling does not rectify the problem it will provide background to the chain-of-command in determining if a Relief-or-Cause Report is warranted. This counseling may not necessarily be negative; in fact it is possible that the counseling may reflect that the Soldier’s past performance has been satisfactory or even outstanding.
The record of counseling should be used to examine the whole Soldier and possible reasons that may have sparked the interest in a Relief-for-Cause. In cases of clear misconduct, willful neglect, or inefficiency past performance may not necessarily be a factor that is considered.