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The FY25 SFC Evaluation Board Results: 5 Critical Takeaways And What They Mean For Your Army Career

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The United States Army's Fiscal Year 2025 (FY25) Sergeant First Class (SFC) Evaluation Board cycle has concluded, marking a pivotal moment for thousands of Non-Commissioned Officers (NCOs) across the Regular Army (RA), Army Reserve (AR), and Active Guard Reserve (AGR) components. As of today, December 23, 2025, the official results have been released and disseminated, providing a fresh, definitive list of those selected for promotion to the critical E-7 rank. This board cycle, which convened in late 2024 and saw its final selection lists published in early 2025, is a crucial indicator of the Army’s evolving leadership priorities, placing a renewed emphasis on performance, professional military education (PME), and specific duty assignments.

The SFC Evaluation Board is not merely a formality; it is a highly competitive, centralized selection process managed by the Human Resources Command (HRC). The FY25 board cycle, in particular, highlighted the Army’s commitment to the new Enlisted Promotion System (EPS) standards, focusing on a holistic review of a Soldier's career file. Understanding the nuances of this board—from the official MILPER message release to the underlying selection criteria—is essential for every Staff Sergeant (SSG) aiming for the next level of leadership.

FY25 SFC Evaluation Board: Key Dates, Components, and Official Release

The FY25 SFC Evaluation Board encompassed several distinct components and timelines, ensuring all eligible NCOs across the different Army components were considered. The process is governed by a detailed Memorandum of Instruction (MOI) that directs board members on the specific criteria and priorities for selection.

The Official Timeline and MILPER Release

The centralized selection process for the Regular Army (RA) and Active Guard Reserve (AGR) components followed a rigorous schedule managed by HRC. The key dates for the FY25 cycle were:

  • RA/USAR AGR SFC Evaluation Board Convening: The board officially convened in the fall of 2024, specifically running from October 8, 2024, to November 1, 2024.
  • Official Results Release: The highly anticipated results for the Regular Army (RA) SFC Evaluation Board were officially released in January 2025.
  • The Core Document: The official notification was disseminated via MILPER MESSAGE 25-017. This message contained the instructions for accessing the results, the official Order of Merit List (OML), and the Fully Qualified (FQ) list.

The release of MILPER 25-017 officially superseded the previous FY24 SFC OML, initiating the promotion cycle for the newly selected NCOs.

Understanding the Board Components

The term "SFC Evaluation Board FY25" covers multiple selection boards tailored to the Army's different components:

  • Regular Army (RA): The primary, largest board for active duty Staff Sergeants.
  • Army Reserve (AR) TPU/IRR: A board for Troop Program Unit and Individual Ready Reserve Soldiers. MILPER MESSAGE 25-008 covered the results for the November FY25 AR SFC Evaluation Board.
  • Active Guard Reserve (AGR): A separate board specifically for AGR Soldiers, which convened alongside the RA board.

4 Pillars of the FY25 SFC Board: What the MOI Emphasized

The Memorandum of Instruction (MOI) is the definitive guidance provided to board members, telling them exactly what to look for when evaluating an NCO's file. For the FY25 cycle, the emphasis was clearly on identifying NCOs who demonstrate both high performance and the potential for greater responsibility in a multi-domain operations (MDO) environment.

1. Performance and Potential (NCOERs)

The Non-Commissioned Officer Evaluation Report (NCOER) remains the single most important document in a Soldier's promotion file. The FY25 board was heavily weighted toward performance. Board members utilized a detailed voting rubric (referenced in Enclosures 6 and 7 of the MOI) to score candidates.

  • Senior Rater Comments: "Most Qualified" and "Highly Qualified" ratings, especially from senior raters in challenging or critical assignments, were paramount.
  • Rater Tendencies: The board sought evidence of consistent, top-tier performance over time, looking for NCOs who consistently stood out among their peers.

2. Professional Military Education (PME)

Completion of required PME is a non-negotiable prerequisite, but the board looked for NCOs who went above and beyond. Completion of the Advanced Leader Course (ALC) was essential, but attendance and performance at other specialized courses, such as the Sergeants Major Course (SMC) eligibility, were also factored into the overall evaluation of potential.

3. Breadth of Experience and Critical Positions

The Army is increasingly seeking NCOs with diverse experience across multiple echelons and functional areas. The FY25 MOI placed significant value on assignments in "critical positions." These positions, often outlined in the annual Critical Position List published by HRC, are key roles that contribute disproportionately to the Army’s readiness and strategic goals.

  • Key Development (KD) Jobs: Successful performance in SFC-level KD jobs, even as a Staff Sergeant, was a major discriminator.
  • Joint and Special Assignments: Experience outside of the typical unit structure, such as Joint assignments or broadening opportunities, signaled a wider perspective and higher potential.

4. The Future of Evaluation: EES and ASBS2

While the FY25 board primarily used the existing system, the selection process is being viewed through the lens of future systems. HRC is actively transitioning to newer, more integrated evaluation and board systems, such as the Evaluation Entry System (EES) and the Army Selection Board System 2 (ASBS2). The FY25 board results will serve as a baseline as the Army moves toward these modern, data-driven selection platforms, indicating a trend toward more standardized and objective evaluation criteria.

3 Essential Steps for Soldiers Not Selected (And Those Up Next)

For those who were in the zone of consideration but did not receive a selection for promotion to Sergeant First Class, or for those who will be eligible for the FY26 board, the next steps are crucial for career progression. The competitive nature of the SFC board means that even highly qualified NCOs may not be selected on their first look.

1. Conduct a Thorough Records Review

The first step for any NCO who was not selected is to conduct a detailed review of their official promotion file, often referred to as the "MyBoardFile." A non-selection often traces back to missing or incorrect documents, not necessarily a lack of performance.

  • Check NCOERs: Ensure all NCOERs were present, especially those with "Most Qualified" ratings.
  • Verify PME and Awards: Confirm that all certificates for Professional Military Education, awards, and badges are correctly recorded in the official system (e.g., IPPS-A).
  • Address Discrepancies: If a record discrepancy is found, NCOs must work immediately with their S-1 or Human Resources (HR) professionals to submit corrections to HRC.

2. Seek Out Critical Assignments

The FY25 board demonstrated that the Army values breadth and depth of experience. NCOs should proactively seek assignments that diversify their resume and position them for success on the next board. This includes roles that are challenging, outside of their primary Military Occupational Specialty (PMOS), or on the Critical Position List. The goal is to obtain NCOERs from senior raters at different echelons of command.

3. Focus on Self-Development and Education

While PME is mandatory, voluntary education and self-development are key discriminators. Pursuing a college degree (civilian education), completing voluntary functional courses, and excelling in leadership roles outside of the primary duty all signal a commitment to lifelong learning and a readiness for the increased responsibilities of an E-7. The MOI's voting rubrics place a value on this holistic Soldier concept.

sfc evaluation board fy25
sfc evaluation board fy25

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