Officer Evaluation System

1. OfficerEvaluationSystem

2. Overview • Elements of the OES • Performance Feedback • Performance Reporting • The Evaluation Process • OPR • Inappropriate Comments • Other Types of Performance Reports • The Appeal Process • Career Progression

3. OPR PFW PRF Officer Evaluation System

4. Performance Feedback Feedback is the single most important means for changing behavior

5. Types of Feedback • Day-to-day pats on the back • Performance Feedback Sessions (PFS) • A scheduled session between the rater & ratee • Documented on a form • Signed by both individuals, original goes to ratee

6. OPR PFW PRF Officer Evaluation System

7. Performance Reporting • The Evaluation Process • Observation • Evaluation • Documentation

8. Performance Reporting • Observation • Requires planning & preparation • Requires communication • Requires feedback • Evaluation • Judge observed performance vs: • Predetermined standards • Performance of others • Members of the same “AFSC and Grade”

9. Performance Reporting • Documentation • Records the results • Provides a long term record of an officer’s professional development • Primary instrument for identifying best qualified

10. Performance Reporting • Officer Performance Report (OPR) • Completed Annually • Change of Reporting Official (CRO) • Minimum 120 days of supervision • AF Forms • 707A (Field Grade Officers) • 707B (Company Grade Officers)

11. Performance Reporting • Inappropriate Comments • Charges/investigations not completed or acquittals • Recommendations for decorations • Race, gender, age, religion, etc. of ratee • Drug/Alcohol abuse rehabilitation programs • Previous ratings or reports • Developmental Education (completion or enrollment) • Advanced academic education • Promotion recommendations

12. Performance Reporting • Other Types of Performance Reports • Training Report (AF Form 475) • Used for training of 8 weeks or more • Filed upon completion, interruption, or elimination from training • Letter of Evaluation (AF Form 77) • Used when ratee is away from reporting official • Covers periods less than 120 days • Under supervision of someone other than your supervisor • Provides input to rater

13. Performance Reporting • Uses of Performance Reports • Promotions • Assignments • Investigations • Disciplinary/Legal Actions • NOT used as counseling tools

14. Performance Reporting • The Appeal Process • Ratee must prove that report is inaccurate or unjust • Rating can be upgraded or removed • MPF will assist in preparing package • Decided by AFPC • Have up to three years to contest a report

15. OPR PFW PRF Officer Evaluation System

16. Career Progression System • Objective • To provide the rank/grade commensurate with each position’s responsibility and leadership requirement

17. Officer Promotion System Desired Objectives for Promotion 0-2 (1st Lt) 2 Years 0-3 (Capt) 4 Years 0-4 (Maj) 11 Years 0-5 (Lt Col) 16 Years 0-6 (Col) 21-22 Years

18. Officer Promotion System (Continued) • Fully Qualified: For promotion from 2d Lt to 1st Lt & 1st Lt to Captain • Best Qualified: For promotion to Maj thru Col • Promotion Zones • Below the Primary Zone (BPZ) • First opportunity is promotion to O-5 (Lt Col) • In the Primary Zone (IPZ) • Above the Primary Zone (APZ)

19. Promotion Recommendations • Prepared by Senior Rater • “Best Qualified” Based on Performance and Performance - Based Potential • No earlier than 60 Days before the Selection Board

20. Promotion Recommendation Definitely Promote (DP) Allocation Ratee Grade Capt Major Major Lt Col Lt Col Col IPZ 75% 55% 25% BPZ N/A 10% 15%

21. CY 2003a LAF Maj Board

22. CY 2003 LAF Lt. Col Board

23. CY 2002 LAF Col Board

24. Summary • Elements of the OES • Performance Feedback • Performance Reporting • The Evaluation Process • OPR • Inappropriate Comments • Other Types of Performance Reports • The Appeal Process • Career Progression