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OFFICER PERFORMANCE REPORTS YOU ON A PIECE OF PAPER

OFFICER PERFORMANCE REPORTS YOU ON A PIECE OF PAPER. Officer Performance Report. Promotion Recommendation Form. OFFICER PERFORMANCE REPORTS. CONGRATULATIONS!!!! It was terrific to see your name on the promotion list---. OFFICER PERFORMANCE REPORTS. Officer Performance Report. Officer

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OFFICER PERFORMANCE REPORTS YOU ON A PIECE OF PAPER

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  1. OFFICER PERFORMANCE REPORTSYOU ON A PIECE OF PAPER Officer Performance Report Promotion Recommendation Form

  2. OFFICER PERFORMANCE REPORTS CONGRATULATIONS!!!! It was terrific to see your name on the promotion list---

  3. OFFICER PERFORMANCE REPORTS Officer Performance Report Officer Performance Report Officer Performance Report Officer Performance Report Officer Performance Report Promotion Recommendation Report Officer Performance Report Your OPR’s and Your PRF are the only things a Promotion Board Sees. Your Future Potential for Promotion is contained in those pieces of paper!!!

  4. OFFICER PERFORMANCE REPORTS OPR = Annual Report PRF = Beginning 2 years Below-the-Zone for Lt Col, and Colonel Promotion to Major ~9 OPR’s + 1 PRF Promotion to LT Colonel 14 OPR’s + 1 PRF Promotion to Colonel 19 Opr’s + 1 PRF

  5. OFFICER PERFORMANCE REPORTS There are only 10 LINES on the OPR to document annual performance and only9 LINES on the PRF to summarize an entire career!!

  6. OFFICER PERFORMANCE REPORTS Promotion Board Member Feedback Be sure your career brief is accurate---People do not meet a promotion board, their record does OPR’s must be concise, Raters must be specific, don’t make the board figure it out Any markdown on the front of the OPR is the Kiss of Death Mission Impact is IMPORTANT, be sure you do something in your job that impacts the mission and make sure it is included in your report. Bullets should state facts and should show impact on the mission. Numbers, dollars saved, etc. Avoid glowing generalities, cute phrases and exaggerations. Senior Rater’s endorsements carry the most weight by a significant margin. include the most hard-hitting facts, accomplishments, awards, etc. in the final endorsement block.

  7. OFFICER PERFORMANCE REPORTS JOB DESCRIPTION: DON’T MAKE THE MISTAKE OF UNDERESTIMATING THE IMPORTANCE OF THIS SECTION 1. BE CONCISE 2. USE HARD-HITTING SENTENCES THAT SPECIFY AND QUANTIFY 3. NUMBER AND TYPE OF PEOPLE SUPERVISED 4. DOLLAR AMOUNTS OF PROGRAMS/RESOURCES MANAGED 5. CRITICAL NATURE AND/OR SCOPE OF JOB

  8. OFFICER PERFORMANCE REPORTS PERFORMANCE FACTORS 1. If a performance standard block is marked,DOES NOT MEET STANDARD, the OPR becomes areferral report 2. Usually theKISS OF DEATHfor an Officer if one of these blocks is marked Does Not Meet Standard a. JOB KNOWLEDGE - Know your job b. LEADERSHIP SKILLS - Show Leadership in your Lab c. PROFESSIONAL QUALITIES - Air Force Standards d. ORGANIZATIONAL SKILLS - Suspense's e. JUDGMENT AND DECISIONS - Make Good Decisions f. COMMUNICATION SKILLS - Listens, speaks and writes effectively g. FITNESS

  9. OFFICER PERFORMANCE REPORTS RATERS OVERALL ASSESSMENT 1. Probably the most IMPORTANT section of the OPR 2. Allows for continuation of accomplishment and mission impact 3. Should include comments concerning Leadership and Officership 4. This is where Senior Raters must make a clear distinction between the very top performers compared to the rest of the pack

  10. OFFICER PERFORMANCE REPORTS Promotion Board Members Comments - Rater Overall assessment 1. LEADERSHIP is considered by many “senior officers” to be the “most important” performance factor, MUST be mentioned here!!! 2. Statements should be assertive, you’re trying to sell the officer 3. This section should be used to elaborate on your leadership and potential 4. Be sure not to include comments like “Augment into Regular Force” or “Send to SOS in Residence” if these have already happened. Shows your boss doesn't really know you!!!

  11. OFFICER PERFORMANCE REPORTS ADDITIONAL RATERS OVERALL ASSESSMENT 1. 2nd Most IMPORTANT section of the OPR 2. More room to detail accomplishment and mission impact 3. USE BEST BULLETS in this section, show impact on mission 4. Important that this section shows that your boss knows you personally 5. Recommendations for PME, retention, augmentation and future job assignments (i.e., Air Staff, MAJCOM, AFIT, etc.) 6. Section should show enthusiasm 7. Write the FIRST and LAST bullets with IMPACT

  12. OFFICER PERFORMANCE REPORTS REVIEWER COMMENTS 1. Only used if Reviewer does not concur with rater or additional rater comments (Lt - Lt Col) 2. Reviewing officer for Lt - Major is a Wing Commander Equivalent, for Lt Col and Col it is the first General Officer in chain 3. If Reviewer non-concurs, comments are made and the report is sent forward. Reviewer does not have to agree with the Rater 4. Watch who the Reviewer is, It may be misleading if the level of Reviewer changes from year to year at the same base.

  13. OFFICER PERFORMANCE REPORTS WHAT ARE YOUR RESPONSIBILITIES THE MOST IMPORTANT THING YOU MUST DO IS PERFORM YOUR JOB TO THE BEST OF YOUR ABILITY!!!

  14. OFFICER PERFORMANCE REPORTS – New Form

  15. OFFICER PERFORMANCE REPORTS WHAT ARE YOUR RESPONSIBILITIES 1. Keep track of what you do throughout the year--document and give a copy of significant accomplishments to your rater 2. Look for ways to positively impact the mission of your MTF in Support of the Wing 3. Gather hard data to support what you do. 4. Be sure the individual writing your OPR knows the importance of the document 5. COMPLETE APPROPRIATE PME. 6. Present a list, IN BULLET FORM, to your rater BEFORE your OPR is due

  16. OFFICER PERFORMANCE REPORTS WHAT ARE YOUR RESPONSIBILITIES 7. Compete for MTF and Wing Awards (CGOQ) 8. Pursue Higher Education (AFIT, Local Universities), Be sure your advanced degree supports your Air Force Career 9. Participate in Regional/National Professional Organizations (CAP, AABB, ACCC, SAFMLS, ASM, etc.) 10. Present Workshops, Posters, Scientific Papers at Professional Meetings 11. Support your Air Force and Local Communities 12. REMEMBER, HOWEVER, NOTHING SHOULD INTERFERE WITH THE PERFORMANCE OF YOUR PRIMARY JOB!!!

  17. OFFICER PERFORMANCE REPORTS YOU CANNOT WRITE YOUR OWN OPR, BUT YOU CAN PROVIDE THE INFORMATION IN BULLET FORM REMEMBER THE PERSON WRITING YOUR OPR MAY NOT UNDERSTAND HOW IMPORTANT YOUR OPR IS TO YOUR FUTURE PROMOTION!!!

  18. OFFICER PERFORMANCE REPORTS WHO SHOULD CARE ABOUT YOUR CAREER???? YOU SHOULD!!!

  19. OFFICER PERFORMANCE REPORTS Promotion Recommendation Report PROMOTION RECOMMENDATION FORM 9 LINES TO OUTLINE YOUR ENTIRE CAREER Promotion Recommendation Report

  20. OFFICER PERFORMANCE REPORTSPROMOTION RECOMMENDATION FORM - Used to ASSESS an Officer’s PERFORMANCE BASED potential and to provide a Promotion Recommendation to the central selection board. - It is clearly the SINGLE MOST IMPORTANT DOCUMENT in an individual’s selection folder. - PRF’s are NOT a permanent part of the ratee’s record. All PRF’s are removed from the selection record group at the conclusion of the central selection board.

  21. OFFICER PERFORMANCE REPORTSPROMOTION RECOMMENDATION FORM -PERFORMANCE-BASED POTENTIAL = the assessed capability of an officer to serve in a higher grade as demonstrated by performance in his or her current position and in past jobs or positions. - The responsibility to make this critical assessment rests squarely with the SENIOR RATER.

  22. OFFICER PERFORMANCE REPORTSPROMOTION RECOMMENDATION FORM • - LAYOUT OF A STRONG PRF • First five lines - HIGHLIGHT PAST ACCOMPLISHMENTS • Next two lines - DEVOTE TO CURRENT DUTIES • Last two lines - ADDRESS POTENTIAL--ENDING WITH A • “POWER” statement for promotion

  23. OFFICER PERFORMANCE REPORTSPROMOTION RECOMMENDATION FORM CORNERSTONE OF YOUR SUCCESS IS DOING THE JOB YOU ARE IN TO THE BEST OF YOUR ABILITY. YOUR PROMOTION POTENTIAL IS BASED ON CURRENT AND PAST PERFORMANCE. EVERY ASSIGNMENT IS IMPORTANT. EVERY OPR IS CRITICAL. ONE POORLY WRITTEN OR “BAD” OPR CAN END YOUR PROMOTION POTENTIAL.

  24. OFFICER PERFORMANCE REPORTSSUMMARY - THINGS TO REMEMBER • DO YOUR JOB - DEDICATION IS NOTICED • COMPLETE PME EARLY - THIS IS A MAKE OR BREAK ITEM • KEEP RECORDS OF WHAT YOU DO - GIVE YOUR BOSS A COPY • DON’T BE BASHFUL - NOONE WILL TAKE CARE OF YOU IF YOU DON’T • MAKE SURE YOUR BOSS KNOWS THE IMPORTANCE OF THE PROCESS • KNOW WHEN YOUR OPR/PRF IS DUE - PROVIDE INPUT • USE MANDATORY FEEDBACK SESSIONS - GET FEEDBACK • LOOK FOR WAYS TO SHINE - CGOQ, SAFMLS/AF AWARDS, • BE ACTIVE IN PROFESSIONAL ORGANIZATIONS - SAFMLS, CIVILIAN • BE ACTIVE IN YOUR ORGANIZATION - GET KNOWN BY YOUR BOSS • REMEMBER - THE MOST IMPORTANT THING IS HOW YOU DO YOUR JOB

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