Enlisted Evaluation System

1. Enlisted Evaluation System

2. References • AFI 36-2403, The Enlisted Evaluation System (EES) • AFPAM 36-2627, Airman and NCO Performance Feedback System • AFPAM 36-2241 Vol 1, Promotion Fitness Examination (PFE) Study Guide • HQ/AFPC Enlisted Evaluation System Training Guide

3. EES Objectives • Objective 1: Provide ratees with candid performance feedback • Lets them know what supervisors expect of them • Lets them know how they’re doing • Objective 2: Provide an official record of performance as viewed by officials in rating chain

4. EES “In simple terms, the EES tells the ratee what is expected on the job, how well he/she is performing, and then generates a formal record of that performance, including a promotion recommendation.”

5. Forms Used in EES • AF Form 910 - Enlisted Performance Report (AB through TSgt) • AF Form 911 - Enlisted Performance Report (MSgt - CMSgt) • AF Form 931 - Airman Performance Feedback Worksheet • AF Form 932 - NCO Performance Feedback Worksheet

6. Performance Feedback • Initial Feedback - within first 60 days after supervision begins AND after EPR closeout • Midterm Feedback - accomplished at midpoint of reporting period (usually 180 days) • Schedule midterm feedback date according to period of supervision • If a change of reporting official (CRO) occurs before 120 days (no EPR required) the midterm feedback should be conducted midway between the date supervision began and the end of the reporting period

7. Performance Feedback (cont’d) • Additional Feedbacks • Must be provided within 30 days of subordinate’s request • Not mandatory if another PF was conducted within 60 days of request • DO NOT wait for official notification RIP before accomplishing feedback

8. General Information • Process EPRs discreetly--write, analyze, and scrutinize them in private • Do not inflate ratings • Avoid highlighting a single non-severe incident or a particular negative trait • Identify achievements and accomplishments - keep a personal log of ratee’s accomplishments

9. Ratee’s Responsibilities • Ensure rater’s goals and expectations are understood • Know when performance feedback sessions are required (initial, midterm, and follow-up) • Know performance feedback must be accomplished within 30 days of request • Check performance periodically • “How am I doing?” • “Where do I need to improve?” • Conduct self evaluation • Compare performance with peers (same AFSC)

10. Rater’s Responsibilities • Clearly define expectations/standards • Observe/evaluate ratee’s behavior, performance, achievements, and efficiency • Examine results of ratee’s work; get meaningful information from ratee • Evaluate ratee’s performance against specific factors • Consider significance and frequency of incidents including poor or outstanding performance • Provide constructive performance feedback • Record evaluation of ratee’s performance

11. Preparatory Actions • Review all available information sources • Performance Feedback Worksheets • Personnel Information File (PIF) • Unfavorable Information File (UIF) • Last EPR • Additional Information

12. Section I, Ratee Identification Data • Data obtained from EPR Notice • Expand abbreviations for clarity • If information is incorrect make correction on EPR Notice and reflect the reason • Number Days Supervision - deduct all periods 30 or more consecutive calendar days not under supervision (i.e., TDY, LV, AWOL, confinement, etc..)

13. Section II, Job Description • Duty Title - obtained from EPR Notice • Key Duties, Tasks, and Responsibilities • Enter clear description of duties • Avoid using acronyms, jargon, code names (spell out or define for clarity) • Clearly describe tasks performed • Scope/level of responsibility • Dollar value of projects/resources managed • Number of personnel supervised direct/indirect • Significant Additional Duties • Comments must demonstrate level/degree of responsibility and breadth of experience

14. Section III, Evaluation of Performance • Consider each performance factor separately • Review definitions supplied after question • Compare to individuals with similar TIG, TIS, same grade and AFSC • DO NOT mark/penalize in lower block if individual did not have opportunity to fulfill complete definition • DO ensure accurate evaluation and marking • Performance Factor #3 - How well does ratee comply with standards? • If on Weight Management Program (WMP) do not mark “Exemplifies Top Military Standards” • If making satisfactory progress in WMP could be marked “Meets Air Force Standards”

15. Section IV, Promotion Recommendation • Consider ratee’s performance & promotion potential • Compare with others of same grade and AFS • Rating supported by markings in Section III and comments in Sections V and VI • Individuals with a “2” or referral report will be ineligible for promotion -- Will remain ineligible until a subsequent report is an overall “3” (non referral) or higher

16. Section V, Rater’s CommentsSection VI, Indorser's Comments • Use bullet statements • Limit all bullets to a maximum of three lines • Focus on fact based results/impact bullets • Use cause/effect (results) relationship • Use action words: • Initiated - Established - Revised • Led - Implemented - Reduced • Organized - Managed - Decreased • Coordinated - Developed - Provided • Spearheaded - Planned - Devised • Comments reflect level/degree of responsibility

17. Section V, Rater’s CommentsSection VI, Indorser's Comments (cont’d) • List recognition received • Awards, Letters of Appreciation, Decorations • Involvement in squadron, group, wing, community • Educational Accomplishments • Courses attended, degrees awarded • Place most significant accomplishments in Section VI • DO NOT repeat comments from previous rater

18. General Comments • PME recommendations - Don’t! • Term “Article 15” authorized for use • Evaluator’s emphasis should be on the behavior/action that led to punishment (i.e., DUI, confirmed sexual harassment, etc..) • Don’t “soften” derogatory statements with comments on improved behavior

19. Inappropriate Comments Comments

20. Inappropriate Comments • Actions resulting in acquittal • Personnel action ended by supervisor - unwarranted • Information obtained under Investigating and Reporting USAF Mishaps • Actions taken through appeal channels (IG, AF Board for Correction of Military Records, Congressional Inquiry) • Recommendation for Decorations • Race, ethnic origin, gender, age, religion • Temporary/Permanent disqualification under PRP • WAPS score data

21. Inappropriate Comments (cont’d) • ADAPT Program Information (Alcohol and Drug Abuse Prevention and Treatment Program • Previous performance reports • Family activities or marital status • Prior incidents before reporting period • Events after EPR closeout date • Nominations for STEP Program • Performance Feedback Sessions • Membership in open mess facilities

22. Mandatory Endorser • MSgt - CMSgt • Major or GS-12 minimum • Rater’s Rater who meets grade requirements may close out EPR • Official higher in rating chain than rater’s rater may serve as final indorser • AB - TSgt • The rater’s rater • When rater’s rater lower than a MSgt or GS-7, indorser is next official in rating chain in grade of MSgt or GS-7 or higher

23. Promotion Statements • Unauthorized in past - encouraged now! • Allowed primarily to compliment overall rating • Statements can be written strong or not so strong • “MSgt X will make a good basket weaver, promote when ready.” • “Ready for any challenge, select for a tough headquarters staff position, promote now!” • NOT a blanket requirement • Use for those who are truly ready for promotion • If used on every EPR they become MEANINGLESS!

24. Disagreement with Ratings • Mark Nonconcur block • Provide comments including one or more specific reasons for disagreeing • Initial blocks with which you disagree • When subsequent evaluators disagree and a block has initials in it already, initial above the block

25. Referral EPRs

26. When Does an EPR Become a Referral Report? • A rating in the far left block of any performance factor in Section III • A rating of “1” (Not recommend for Promotion) in Section IV • Comments that refer to behavior not meeting minimal acceptable standards: • Performance • Personal conduct • Character • Integrity

27. CSAF Comments Regarding Referral EPRs • Directed Evaluators to: • Ensure certain facts are documented in EPR - i.e., Court-Martial convictions • Consider including comments regarding: • Article 15 Actions • Placement on Control Roster • Letters of Reprimand • Intent: • Fully document duty performance and other significant events • Make documentation a permanent part of record

28. Referral Comments Must ... • …ensure the event or performance is properly documented and paints a clear picture for any reader • …be specific to allow ratee opportunity to prepare adequate rebuttal • …describe behavior and resulting action

29. Example Referral Comments • Vague Comments • SSgt X was removed from his position for conduct unbecoming an NCO • MSgt Y’s judgment was in question following an off-duty incident • Clear Comments • SSgt X was removed from his position as NCOIC and given a Letter of Reprimand after making sexually suggestive and harassing comments to a subordinate • MSgt Y received an Article 15 for DUI

30. Referral EPR Procedures:Rater • Prepare referral memorandum • Specifics of why EPR is a referral report • Actions required of ratee • Includes name and complete address of evaluator to whom comments should be sent • Statement regarding right to apply for review under Correction of Officer and Airman Evaluation Report • Time limit to provide comments to evaluator (10 days) • Hand deliver to ratee with copy of EPR • Forward a copy of memorandum and original EPR to next evaluator

31. Referral EPR Procedures:Ratee • Must acknowledge receipt of referral memorandum, date and sign it • May provide comments to evaluator named in memorandum • May request extension of time limit from evaluator named in memorandum

32. Referral EPR Procedures:Referral Evaluator • Allot time for ratee to provide comments • If no comments provided: • Complete EPR stating, “I have not received comments from the ratee” • Provide additional comments • Attach referral memorandum • Continue EPR process

33. Referral EPR Procedures:Referral Evaluator (cont’d) • If comments provided: • Complete EPR stating, “I have received comments from the ratee” • Consider comments before commenting/signing report • Attach referral memorandum • Continue EPR process • If additional space needed for comments, AF Form 77 “Supplemental Evaluation Sheet”, may be used

34. Examples of Poorly Written EPR Statements

35. Poor Statements • Continuously worked to make meaningful contribution to the betterment of the Dental Service • Evaluated and implemented new techniques to successfully upgrade quality, quantity, and timeliness of treatment provided • Developed an infallible training program that educated technicians, improved their skill and ability, and nurtures their patient rapport, bringing outstanding recognition for his efforts • Is a mature supervisor who keeps himself and his staff informed of policy and practice • A totally reliable NCO who handles disciplinary actions at the lowest level • Established patient rapport on an individual basis, confirmed by patient feedback

36. Poor Statements • Excellent performer, can be relied upon to complete most tasks within an acceptable time frame • Exhibits the qualities necessary to achieve a most successful and rewarding career • Ensures all sterilizers are functioning properly by performing weekly spore tests which assures sterilization standards have been met • Hardworking technician whose abilities equal his peers • Outstanding management of appointment system enabled us to consistently provide the best possible access to care through appointment utilization • Established himself as a problem solver by pointing out potential problem areas and providing alternatives

37. Examples of Well Written EPR Statements

38. Well Written Statements • Superbly managed the maintenance inspections of over 2000 pieces of survival equipment and 500 B-52 deceleration parachutes ahead of schedule with “zero defects”--directly enhanced the wing’s performance during GLOBAL GUARDIAN 99 • Recognized Superior Performer during GLOBAL GUARDIAN 98; operated the Alert Facility with a crew of seven--served over 3,000 meals in 12 hours, triple the normal amount for that time frame • Repaired and maintained 45 overhead doors at 15 missile alert facilities during inclement weather--safeguarded over $350,000 in snow removal equipment and alert response vehicles

39. Well Written Statements (cont’d) • Wrote Query Language Processor program to identify all wing personnel with a CAMS user-id; implemented CAMS user-id/password security measures--deleted over 200 inactive users from data base • Expertly conducted five Transporter and Erector convoys involving over-sized vehicles--maintained the wing’s excellent 99.62 percent alert rate …the highest in 20 AF history • Flawlessly uploaded five cruise missile pylons and three cruise missile launches for GLOBAL GUARDIAN 99; resulted in complete aircraft generation 11 hours ahead of schedule

40. Impact of EPRs “EPRs can have an outstanding or devastating impact on an individual’s career.”

41. WAPS (SSgt - MSgt) • SKT measures knowledge of AFSC 100 points • PFE measures knowledge of military and 100 points managerial concepts for a particular grade • EPRs 135 points • Decorations 25 points • TIG 60 points • TIS 40 points • EPRs are the biggest influence in the promotion process • BUT the “SKT and PFE Tests” make up 43.4 % of overall points

42. EPR Computation Formula • Use time weighing factor beginning with 50 for most recent report and use decreased increments of 5 for each remaining report (50-45-40-35-30-25-20-15-10-5) • Multiply overall rating by time weighing factor • Use multiplying factor of 27 for EPRs and 15 for APRs (EPRs replaced APRs in 1989) • After calculating each report, total value of each report, and divide by sum of time weighted factors • NOTE: EPR/APR that closeout within 5 years of PECD, not to exceed 10 reports

43. Examples 5 x 50 = 250 x 27 = 6750 4 x 45 = 180 x 27 = 4860 9 x 40 = 360 x 15 = 5400 29160 = 129.60 9 x 35 = 315 x 15 = 4725 225 9 x 30 = 270 x 15 = 4050 9 x 25 = 225 x 15 = 3375 225 29160

44. Final Thoughts • Limit “WHITE” space • Use the experience around you! • Section NCO • Superintendent • 1st Sergeant • Commander • Command Chief • If in doubt, ASK!

45. Questions?

46. Enlisted Evaluation System (EES)