Air Education and Training Command I n t e g r i t y - S e r v i c e - E x c e l l e n c e Enlisted...

Air Education and Training CommandAir Education and Training Command

I n t e g r i t y - S e r v i c e - E x c e l l e n c e

Enlisted Enlisted

Performance Performance

ReportsReports

MSgt Chris Trainor

AETC/DPAAS

05 Sep 2002

TEAM RANDOLPH NCO ORIENTATION COURSE

EVALUATING PERFORMANCE

• Why?– Document performance...both good and bad

– Differentiate among performers

– Provide feedback to ratee (expectations, objectives)

• How?– Ratings (1-5) are descriptions not precise measurements

– Your description of the ratee’s duty performance

– Endorsements

• You!– Make it happen...when it’s supposed to happen

– Make sure it’s done right


EPR’S IMPACT

• EPRs impact Personnel Decisions:– Assignments– Promotions– Retraining– Awards/Recognition

Proceed thoughtfully...!

Write someone else’s report like you would like yours written

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SelectionRecord


GROUND RULES

• Don’t make Assumptions:- Know what the form looks like

- Know the basic rules about what’s allowed/not allowed- Always refer to AFI 36-2406

• Approach:- Focus on writing techniques...not all rules are applicable …rules

are apt to change within commands


• Two purposes:– Evaluate performance– Recommend for promotion, increased responsibility

• Emphasis: Duty performance– Performance is more broadly defined (i.e., conduct on/off

duty; training; PME; education)

• Strategically place “hard-hitting” bullets

EPRS


DUTY TITLE AND JOB DESCRIPTION

• Job description is more important

• Clearly describe ratee’s duties– Specific tasks they perform– Selectivity of ratee’s assignment– Scope and level of responsibility

• Make sure to include:– Dollar value of projects ratee manages– Number of people they supervise– Significant additional duties


CHECKLIST

• Review performance or records thoroughly

• Make a list of accomplishments

• Select the most significant accomplishments

• Organize them into a sequence for max impact

• Write all bullets...use where they’ll count most

• Don’t use several bullets when one will do

• Open with a line that grabs attention

• Close with a line that captures potential

• Write bullets in Action – Result – Impact format

• When you’re done...revise, revise, revise


ACCOUNTABILITY AND EVALUATIONS

• Render fair, accurate, unbiased evaluations– Document both good and bad performance

• Don’t ignore misconduct, poor performance– You’re not helping anyone or saving a career– You’re hurting our top performers and good citizens

• Your boss can’t tell you how to rate your people– But...he/she can evaluate your standards and your

judgment– Maintain documentation to substantiate strong

views


• Know who you rate on

• Know when ratee EPR is due• Review Personnel Information File (PIF)• Review Unit Personnel Record Group (UPRG) at the

Military Personnel Flight (MPF)• Review Unfavorable Information File (UIF)

ACOUNTABILITY AND EVALUATIONS (CON’T)


BASIC GUIDELINES

• WHAT FORM TO USE:

– AF FORM 910 (AB-TSGT) 20000601 (EF-V2)– AF FORM 911 (MSGT-CMSGT) 200000601 (EF-V2)


BASIC GUIDELINES (CON’T)

• General Instructions (EPR Shell)– NAME– SSN– GRADE– DAFSC– UNIT– PAS/DRID– DATES– SUPV________DAYS (SUPERVISION BEGAN)____



• EPR Forms:

– Section I - Ratee Identification Data– Section II - Job Description– Section III - Evaluation of Performance– Section IV - Promotion Recommendation– Section V - Rater’s Comments – Section VI - Endorser's Comments– Section VII - Commander’s Review



• SECTION I: Ratee Identification Data

– All information should match the EPR shell • Exception: Number of days supervision may not match the

shell– For example: deduct 30 days consecutive TDY, leave, etc.

(Annotate the reason for the reduction in number of days in Item 6. Remarks section of the EPR Shell or attach a copy of orders, leave form, etc.)


– SECTION II: JOB DESCRIPTION

• 1. Duty Title – Ensure duty title agrees with the EPR shell, if not,

annotate the corrected title on the shell

• 2. Key Duties, Tasks, and Responsibilities – Ensure duties are related to the mission



• SECTION III : Evaluation of Performance

– Check the block that accurately describes ratee’s

performance– Comments should be compatible with and support the

ratings– Blocks are not used for promotion points, but shows

the potential for increased responsibility– Evaluators show disagreement by placing initials in the

block accurately describing ratee's performance



• SECTION III : Evaluation of Performance (Con’t)

– Significant Disagreement– Non-concur Block– If the rating block already contains the initials of a

previous evaluator, the next evaluator MUST provide one or more reasons/statement in their comments/endorsement block on the back of the report



• SECTION IV: Promotion Recommendation

– Raters consider the ratee’s duty performance and

promotion potential and how ratee compares with

others in the same grade– Promotion comments are allowed in sections V, VI and

VII (AF FM 911) primarily to complement the overall

rating in section IV



• SECTION V: Rater’s Comments

– Must be in bullet format– Write bullets in Action – Result – Impact format – Comments describing performance must be compatible

with ratings in Section III and IV– Start with positive statements– Proof Statement: the next bullet should substantiate the

individual’s performance with facts, figures or specific

accomplishments



• SECTION V: Rater’s Comments (Con’t)

- The last bullet should show future utilization - Communicate the individual’s potential to assume

additional responsibility, suggest levels of assignment, etc.- Show professional development (PME) resident and

correspondence courses for their grade- Recognition - Outstanding achievement, special trophies- Academic education especially CCAF



• SECTION VI: Endorser's Comments

- Place the single most important accomplishment during

the reporting period- Save biggest achievements for this area - Close the endorsement by communicating the

individual’s potential to assume additional

responsibility



• SECTION VII: Commander’s Review

- This is where the CC exercises influence over the

quality of reports sent to file - This is where the CC ensures comments in reports are

not exaggerated or have ratings reflecting inflationary

tendencies



• REFERRAL REPORTS:

- Contain one or more ratings in the far left block of any

performance factor- Promotion recommendation of “1” will be referred to

ratee for comments or rebuttal- Comments that refer to behavior not meeting acceptable

standards of personal conduct, character, or integrity- Ratee normally has 10 calendar days from receipt of

EPR to provide comments



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Air Education and Training Command I n t e g r i t y - S e r v i c e - E x c e l l e n c e Enlisted...

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