Air Education and Training Command

1. Air Education and Training Command Enlisted Performance Reports MSgt Chris Trainor AETC/DPAAS 05 Sep 2002 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

2. 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

3. EPR’S IMPACT DOE, JOHN 3S0X1 000748392 00001 4 7 2 • EPRs impact Personnel Decisions: • Assignments • Promotions • Retraining • Awards/Recognition Selection Record • Proceed thoughtfully...! Write someone else’s report like you would like yours written

4. 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

5. EPRS • 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

6. 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

7. 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

8. 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

9. ACOUNTABILITY AND EVALUATIONS (CON’T) • 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)

10. BASIC GUIDELINES • WHAT FORM TO USE: • AF FORM 910 (AB-TSGT) 20000601 (EF-V2) • AF FORM 911 (MSGT-CMSGT) 200000601 (EF-V2)

11. BASIC GUIDELINES (CON’T) • General Instructions (EPR Shell) • NAME • SSN • GRADE • DAFSC • UNIT • PAS/DRID • DATES • SUPV________DAYS (SUPERVISION BEGAN)____

12. BASIC GUIDELINES (CON’T) • 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

13. BASIC GUIDELINES (CON’T) • 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.)

14. BASIC GUIDELINES (CON’T) • 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

15. BASIC GUIDELINES (CON’T) • 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 thepotential for increased responsibility • Evaluatorsshow disagreement by placing initials in the block accurately describing ratee's performance

16. BASIC GUIDELINES (CON’T) • 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

17. BASIC GUIDELINES (CON’T) • 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

18. BASIC GUIDELINES (CON’T) • 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

19. BASIC GUIDELINES (CON’T) • 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

20. BASIC GUIDELINES (CON’T) • 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

21. BASIC GUIDELINES (CON’T) • 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

22. BASIC GUIDELINES (CON’T) • 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

23. Questions?