Vanezza,

Your first question should be what their rating profile looks like. That is, how many officers of the same grade have they rated, and for how long. If they are honest, they should tell you whether or not they have room in the profile to award a MQ, or if there are those of longer tenure who they are saving them for (this happens – and I do not condone it – ratings should be merit/achievement based).

Then, I suggest you take these questions suggested here one step further. To ask “what is a MQ” runs the risk of getting a stock, memorized answer with no true substance. Instead ask “How do I earn a MQ rating on my first/next evaluation?” The answer you are looking for should contain tasks, duties, and responsibilities, that you can then translate into goals. Then state that you would like to earn a MQ rating by completing some of the tasks, duties, etc. This will show you are ambitious, but also establish your willingness to work hard for your rating. This also establishes a contract of sorts by having the senior-rater list clear achievements that should lead to your desired rating.

Then ask how often, or when you can expect a follow-up counseling. You should be counseled at least quarterly, but in my experience that rarely occurs. Make it a point to request a counseling, when you feel you need it, especially after completing a major project or some such.

Regardless of what questions you ask, if you ask any, you must establish yourself as a hard, reliable worker over your rating period who does all things well. Look for big ticket projects, but do not shrink from tedious, or less than glamorous responsibilities – those most likely contain the most consistent visibility. No matter what you say, it is your actions that will earn you the rating you deserve.

Nate