Feedback

1. Feedback

2. Overview • Definition / Objective • Types of Feedback • Feedback Process • Raters Errors • Avoiding Raters Errors • Requirements • Explanation of Forms Used

3. Definition of Performance Feedback • Definition: Formal, private communication between the ratee and rater about the rater’s expectations & standards and the ratee’s responsibilities and performance

4. Definition of Performance Feedback • Definition: Formal, private communication between the ratee and rater about the rater’s expectations & standards and the ratee’s responsibilities and performance

5. Definition of Performance Feedback • Definition: Formal, private communication between the ratee and rater about the rater’s expectations & standards and the ratee’s responsibilities and performance

6. Definition of Performance Feedback • Definition: Formal, private communication between the ratee and rater about the rater’s expectations & standardsand the ratee’s responsibilities and performance

7. Objective of Performance Feedback • Objective: To direct/establish performance related communication • Face-to-face feedback • Learn strengths and weaknesses • Clarify confusion and set expectations by:

8. Objective of Performance Feedback • 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

9. Types of Feedback • Day-to-Day • Performance Feedback Session (PFS) - Scheduled - Documented

10. 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 DUTY PERFORMANCE AS SOON AS POSSIBLE WITH THE RATEE AND COMPLETE THE APPROPRIATE PERFORMANCE FEEDBACK WORKSHEET (PFW) AS PRESCRIBED IN AFI 36-2403. A NOTICE HAS BEEN SENT TO THE RATEE INFORMING HER TO CONTACT YOU AND REQUEST A SESSION IF THIS FEEDBACK SESSION HAS NOT BEEN COMPLETED. 3 . PERFORMANCE FEEDBACK IS PRIVATE BETWEEN YOU AND THE RATEE. ITS PURPOSE IS TO IMPROVE DUTY PERFORMANCE. AFTER THE SESSION IS FINISHED, GIVE THE ORIGINAL, COMPLETED PFW TO THE RATEE. THE PFW WILL NOT 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 ARE REQUIRED AND INFORMATION TO HELP YOU PREPARE FOR AND CONDUCT AN EFFECTIVE 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 NOTICE IF YOU HAVE ANY QUESTIONS OR NEED FURTHER ASSISTANCE, PLEASE CONTACT THE 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, RETURN THIS 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) Feedback ProcessPerformance Feedback Notice (PFN)

11. 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

12. Rater 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)

13. Rater Errors • Limited Observation and Poor Recall • Stereotypes • Overlook improvement on past performance • Invent examples when rating because they can’t remember specific information • Judged on most recent experiences rather than performance during the entire period

14. How to Avoid Rater Errors: • Exhibit the right attitude; remember the goal is to develop the individual • Learn and practice good observations skills • Gather & report supporting evidence • Discriminate between relevant and irrelevant information • Doing selective work sampling when direct observation is infrequent

15. Requirements for Performance Feedback • Who Receives Feedback and When? • Initial Feedback: • Within 60 days of being assigned a rater • Sets “ground rules” • Col and below • All Enlisted

16. Requirements for Performance Feedback • Midterm • Midway between the time supervision began and the projected performance report • AB through SMSgt • 2d Lt through Lt Col

17. Requirements for Performance Feedback • Follow-up Feedback • Within 60 days of the close out of a performance report • AB through TSgt 2d Lt through Capt

18. Feedback Cycle Midterm mid-way AB-SMSgt 2Lt-LtCol OPR/EPR projected close-out date Follow-up 60 days AB-TSgt 2Lt-Capt Initial 60 days AB-CMSgt 2Lt-Col

19. Requirements for Performance Feedback • 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

20. Explanation 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

21. AF Form 931 and 932 PFWs • Six Sections • Section I: Personal Information • Name, Grade, Unit • Section II: Type of Feedback • Section III: Key Duties • Write ratee’s specific duties

23. AF Form 931 and 932 PFWs • Section IV: Performance Feedback • Each 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

24. Section IV: Performance Factors E-7 thru E-9 • Duty Performance • Job Knowledge • Leadership • Managerial Skills • Judgment • Professional Qualities • Communication Skills • Additional Factors E-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

25. AF Form 931 and 932 PFWs • 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

26. AF 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

27. AF Form 724A and AF Form 724B • Section IV: Performance Feedback • Job Knowledge • Leadership Skills • Professional Qualities • Organizational Skills • Judgment and Decisions • Communication Skills

28. AF 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

29. Summary • Definition / Objective • Types of Feedback • Feedback Process • Raters Errors • Avoiding Raters Errors • Requirements • Explanation of Forms Used

30. Feedback