Feedback. Definition / Objective Types of Feedback Feedback Process Raters Errors Avoiding Raters...
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Transcript of Feedback. Definition / Objective Types of Feedback Feedback Process Raters Errors Avoiding Raters...
FeedbackFeedback
Definition / ObjectiveTypes of Feedback Feedback Process Raters Errors Avoiding Raters Errors Requirements Explanation of Forms Used
OverviewOverview
Definition: FDefinition: Formal, private ormal, private communication between the ratee and rater communication between the ratee and rater about the about the rater’s expectations & standards rater’s expectations & standards and the and the ratee’s responsibilities and ratee’s responsibilities and performanceperformance
Definition of Performance Definition of Performance FeedbackFeedback
Definition: Definition: FFormalormal, private , private communication between the ratee and rater communication between the ratee and rater about the about the rater’s expectations & standards rater’s expectations & standards and the and the ratee’s responsibilities and ratee’s responsibilities and performanceperformance
Definition of Performance Definition of Performance FeedbackFeedback
Definition: FDefinition: Formal, ormal, private private communicationcommunication between the ratee and rater between the ratee and rater about the about the rater’s expectations & standards rater’s expectations & standards and the and the ratee’s responsibilities and ratee’s responsibilities and performanceperformance
Definition of Performance Definition of Performance FeedbackFeedback
Definition: FDefinition: Formal, private ormal, private communication between the ratee and rater communication between the ratee and rater about the about the rater’s expectations & standardsrater’s expectations & standards and the and the ratee’s responsibilities and ratee’s responsibilities and performanceperformance
Definition of Performance Definition of Performance FeedbackFeedback
Objective of Performance Objective of Performance FeedbackFeedback
Objective: To direct/establish performance related communication– Face-to-face feedback – Learn strengths and weaknesses– Clarify confusion and set expectations by:
Objective of Performance Objective of Performance FeedbackFeedback
Requires supervisor to:– Discuss objectives, standards, behavior, and
performance with the ratee– Provide a written progress report before and
after an official evaluation is due
Types of FeedbackTypes of Feedback
Day-to-Day Performance Feedback Session (PFS)
- Scheduled
- Documented
Feedback Feedback ProcessProcess
PerformancPerformance Feedback e Feedback
Notice Notice (PFN)(PFN)
Tue Jan 7 11:55:09 CDT PERSONAL DATA -PRIVACY ACT OF 1974
To: 20 MISSION SUPPORT SQ/MSMA MADDUX AFB GA 31622
ATTN: 2LT J. DOE 987-65-4321 OFFICER TRAINING SCHOOL STUDENT WING
SUBJ: RATER INITIAL/FOLLOW-UP PERFORMANCE FEEDBACK NOTIFICATION
1. RECORDS INDICATE YOU ARE THE SUPERVISOR/RATER FOR SSGT LAVINA J.UNION. IF THIS IS INCORRECT, PLEASE CONTACT YOUR ORDERLY ROOM.
2. IF YOU HAVEN'T ALREADY DONE SO, THIS IS A REMINDER TO DISCUSS DUTYPERFORMANCE AS SOON AS POSSIBLE WITH THE RATEE AND COMPLETE THEAPPROPRIATE PERFORMANCE FEEDBACK WORKSHEET (PFW) AS PRESCRIBED IN AFI36-2403. A NOTICE HAS BEEN SENT TO THE RATEE INFORMING HER TO CONTACTYOU AND REQUEST A SESSION IF THIS FEEDBACK SESSION HAS NOT BEENCOMPLETED.
3 . PERFORMANCE FEEDBACK IS PRIVATE BETWEEN YOU AND THE RATEE. ITSPURPOSE IS TO IMPROVE DUTY PERFORMANCE. AFTER THE SESSION ISFINISHED, GIVE THE ORIGINAL, COMPLETED PFW TO THE RATEE. THE PFW WILLNOT BE MAINTAINED AS AN OFFICIAL RECORD. THIS DOES NOT, HOWEVER,PREVENT YOU FROM KEEPING A COPY FOR PERSONAL REFERENCE .
4. ADDITIONAL INFORMATION CONCERNING WHEN FEEDBACK SESSIONS AREREQUIRED AND INFORMATION TO HELP YOU PREPARE FOR AND CONDUCT ANEFFECTIVE PERFORMANCE FEEDBACK SESSION ARE IN AFI 36-2403, CHAP 2(FORMERLY AFR 39-62, CHAP 3, OR AFP 39-15) AND PAGE 2 OF THIS NOTICEIF YOU HAVE ANY QUESTIONS OR NEED FURTHER ASSISTANCE, PLEASE CONTACTTHE EVALUATIONS OR CAREER ENHANCEMENT SECTION AT YOUR MPF .
5. THE FOLLOWING INFORMATION IS PROVIDED TO ASSIST YOU:
DATE SUPERVISION BEGAN: 1 JAN (current year)
DATE OF LAST EPR: 31 DEC 98 (previous year)
PROJECTED EPR DATE: 31 DEC (current year)
6. UPON COMPLETION OF INDORSEMENTS BY THE RATEE AND RATER, RETURNTHIS RIP TO THE UNIT ORDERLY ROOM FOR INCLUSION IN THE RATEE'S PIF.
7. A PERFORMANCE FEEDBACK SESSION WAS CONDUCTED ON ___________(DATE).
____________________________ __________________________(SIGNATURE OF RATEE) (SIGNATURE OF RATER)
Rater Errors Rater Errors
Rating performance as “outstanding”
when it is not. Middle range is where majority should be Don’t want to hurt feelings More lenient when facing ratee Applying personal standards
Rater ErrorsRater Errors
Halo Effect– Usually the strongest impression
Well-liked people get favorable ratings Disliked people get unfavorable ratings
General impression of ratee as a person (not their performance)
Rater ErrorsRater Errors
Limited Observation and Poor RecallStereotypesOverlook improvement on past performanceInvent examples when rating because they
can’t remember specific informationJudged on most recent experiences rather
than performance during the entire period
How to Avoid Rater Errors:How to Avoid Rater Errors:
Exhibit the right attitude; remember the goal is to develop the individual
Learn and practice good observations skillsGather & report supporting evidence
Discriminate between relevant and irrelevant information
Doing selective work sampling when direct observation is infrequent
Requirements for Performance Requirements for Performance FeedbackFeedback
Who Receives Feedback and When?– Initial Feedback:
Within 60 days of being assigned a rater Sets “ground rules” Col and below
All Enlisted
– Midterm Midway between the time supervision began and the
projected performance report
AB through SMSgt
2d Lt through Lt Col
Requirements for Requirements for Performance FeedbackPerformance Feedback
– Follow-up FeedbackWithin 60 days of the close out of a
performance reportAB through TSgt
2d Lt through Capt
Requirements for Requirements for Performance FeedbackPerformance Feedback
Feedback CycleFeedback Cycle
Initial
60 days
AB-CMSgt
2Lt-Col
Midterm
mid-way
AB-SMSgt
2Lt-LtCol
OPR/EPR
projected close-out date
Follow-up
60 days
AB-TSgt
2Lt-Capt
– Any time the ratee requests it Within 30 days of request
– If at least 60 days have passed from last session– Any time the rater determines a need
Good or bad feedback
Requirements for Requirements for Performance FeedbackPerformance Feedback
Explanation of FormsExplanation of Forms AF Form 931, AB - TSgt
Performance Feedback Worksheet AF Form 932, MSgt - CMSgt
Performance Feedback Worksheet AF Form 724A, Field Grade Officer (Maj - Col)
Performance Feedback Worksheet AF Form 724B, Company Grade Officer (2LT -
Capt) Performance Feedback Worksheet
AF Form 931 and AF Form 931 and 932932 PFWs PFWs
Six Sections– Section I: Personal Information
Name, Grade, Unit
– Section II: Type of Feedback– Section III: Key Duties
Write ratee’s specific duties
AF Form 931 and AF Form 931 and 932932 PFWs PFWs
– Section IV: Performance FeedbackEach subheading lists behaviors to be evaluated
by placing an “X” on the scale in a position that most accurately reflects performance
– Your philosophy of where you place the “X” must be explained to the ratee
Section IV: Performance FactorsSection IV: Performance FactorsE-1 thru E-6
Performance of Assigned Duties
Knowledge of Primary Duties Compliance with Standards Conduct / Behavior On / Off
Duty Supervision / Leadership Individual Training
Requirements Communication Skills Additional Factors to Consider
E-7 thru E-9 Duty Performance Job Knowledge Leadership Managerial Skills Judgment Professional Qualities Communication
Skills Additional Factors
– Section V: Comments: Use to explain your feedback
– Section VI: Strengths, Suggested Goals, and Additional Comments:
Continue comments from front, pinpoint strong characteristics, or outline goals to work on until the next feedback session
AF Form 931 and AF Form 931 and 932932 PFWs PFWs
AF Form 724A and AF Form 724BAF Form 724A and AF Form 724B
Seven Sections– Section I: Personal Information
Name, Grade, Unit
– Section II: Type of Feedback– Section III: Key Duties, Tasks and Responsibilities
List specific duties
– Section IV: Performance Feedback Job Knowledge Leadership Skills Professional Qualities Organizational Skills Judgment and Decisions Communication Skills
AF Form 724A and AF Form 724BAF Form 724A and AF Form 724B
– Section V: Comments– Section VI: Strengths, Suggested
Goals, Academic / Prof Education, PME, Next / Future Assignments
– Section VII: Additional Comments
AF Form 724A and AF Form 724BAF Form 724A and AF Form 724B
Definition / ObjectiveTypes of Feedback Feedback Process Raters Errors Avoiding Raters Errors Requirements Explanation of Forms Used
SummarySummary
FeedbackFeedback