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The USPHS Commissioned Corps is committed to our mission to protect, promote, and advance the health and safety of the nation. Public Health Service officers are trained and equipped to provide crucial public health leadership, assist with policy development, advance innovation and science, provide essential care services and respond to national and global public health emergencies. Through our Active Duty Regular Corps, our Public Health Response Strike Team (PHERST) and our Ready Reserve Corps, we remain responsive and available to rapidly deploy in the service of health.
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COER Policy FAQs Commissioned Corp Instruction (CCI) 351.01 The COER evaluation year begins 1 October and runs through 30 September of the following calendar year. The 2024 evaluation year runs from 1 October 2023 to 30 September 2024.
There are only two COER types - Annual and Interim. All officers must complete an Annual COER each year (with exceptions as specified in the CCI). (See Section 6-8.c. and d.)
Officers must complete at least one Annual COER each year (with exceptions as specified in the CCI). Most officers complete an End of Year COER covering the entire evaluation year (which ends on 30 September). Frequent purposes for completing COERs are a Transfer (of the Rater or Officer), Retirement (of the Rater or Officer), Deployment, or a temporary duty (TDY). (See Section 6-8.d.)
Yes. All members of the Regular Corps and the Ready Reserve Corps must have an Annual COER for each Evaluation Year (except for those exempt according to CCI 351.01 Section 6-3.).
No. Interim COERs are optional unless an officer's Rater requires a COER for the officer. If this occurs, the Interim COER is mandatory. (See CCI 351.01, Section 6-8.d.).
No. However, your Rater may still require you to complete one or you may choose to complete a COER.
Yes.
Example: Officer John Doe starts terminal leave on 1 September, but their retirement date is 1 Nov, the officer must complete a COER for the evaluation year preceding ending September 30 (although the last date of his COER will be the day before he began terminal leave). A COER will not be required covering 1 October through 1 November.
It depends on the effective date of the separation and/or start of terminal leave.
Officers who separate prior or commence continuous terminal leave prior to or on April 1 of the Evaluation Year are not required to complete a COER. However, your Rater may still require you to complete one or you may choose to complete a COER.Officers whose separation date occurs or who commence continuous terminal leave after April 1, must complete a COER for that Evaluation Year. The end date of your last COER will be the last day you worked before you separated or began terminal leave.
Officers will not be penalized for sick leave for an extended period of time.
In cases where an officer had more than one Rater and was on sick leave for an extended period of time, the Rater who supervised the officer the most time while not on sick leave will complete the Evaluation Year’s Annual COER
All COER types may be initiated up to one month before the “end date” of your COER.
All COERs for the Evaluation Year need to be completed and in the eOPF by January 15th following the Evaluation Year.
An officer may only have one Annual COER per Evaluation Year. However, it is possible to have multiple Interim COERs in one Evaluation Year due to rater changes or other events such as TDY, detail, or deployment.
If the officer does not have a period of evaluation by one rater that is greater than 6 months, the rater that supervised the officer for the longest period of time will complete Annual COER (even if it is the longest period by just one day). If all the Raters supervised the officer for the same length of time, the Rater who supervised the officer most recently will be the Annual COER.
Make every effort to complete the COER before the deadline. If it is not possible, contact your Liaison as soon as possible so they are aware of the problem.
If you were called to active duty after 1 April, you are not required to complete an Annual COER for that Evaluation Year. For example, if you were called to active duty 10 April 2024, you are not required to complete an Annual COER for the 2024 Evaluation Year. You may complete an Interim COER for this period. Additionally, if your rater initiates an Interim COER for this period, it is mandatory.
Missing COERs will delay or block promotions, appointment board nominations, awards, and initiating special pays. Missing COERs may also potentially affect your retention in the Commissioned Corps.
COER Scenarios 
