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Performance Feedback

Performance Feedback. Overview. Purpose / Objective Types of Feedback Feedback Process Rater Errors Avoiding Rater Errors Requirements Feedback Forms. Purpose of Performance Feedback.

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Performance Feedback

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  1. Performance Feedback

  2. Overview • Purpose / Objective • Types of Feedback • Feedback Process • Rater Errors • Avoiding Rater Errors • Requirements • Feedback Forms

  3. Purpose of Performance Feedback Provides formal, private, written communication between the ratee and rater about the rater’s expectations and standards and the ratee’s responsibilities and performance. (AFI 36-2406)

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

  5. 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

  6. Types of Feedback • Day-to-Day

  7. Types of Feedback • Performance Feedback Session - Scheduled - Documented

  8. Feedback Process • Rater determines feedback is due • Schedule feedback session • Complete the feedback worksheet prior to the session using AF Form 931, 932, or 724 as appropriate • Conduct feedback session; focus on performance • Both sign and date worksheet • Make a copy for your files (give original to ratee) • There should be no surprises later on the performance report

  9. Feedback Process • Rateeshould contact supervisor if feedback has not been accomplished

  10. Feedback Worksheet Privacy • Feedback worksheet is private between rater and ratee May only be viewed by: • Squadron Commander (for SNCOs) • Squadron Commander and rater’s rater (TSgt/below)

  11. Rater Errors • Rating performance as “outstanding” when it is not • Don’t want to hurt feelings • More lenient when facing ratee • Applying personal standards • Don’t want to impact career • Middle range is where several should be

  12. Rater Errors • Halo/Horns Effect Usually the strongest impression • Well-liked people get favorable ratings • Disliked people get unfavorable ratings • General impression of ratee as a person (not his/her performance)

  13. Rater Errors Limited Observation and Poor Recall • Stereotypes • Overlook improvement on past performance • 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 observation skills • Gather & report supporting information • Discriminate between relevant and irrelevant information • Doing selective work sampling when direct observation is infrequent

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

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

  17. Requirements • Follow-up Feedback: • Occurs in conjunction with the close out of a performance report • AB through CMSgt • 2d Lt through Col Airman Basic

  18. Requirements • Any time the “ratee” requests feedback • Within 30 days of request • If at least 60 days have passed since last session • Any time the “rater” determines a need • Good or bad feedback

  19. Feedback Cycle

  20. Individual Form Details • Performance Feedback • AF Form 931, AB through TSgt • AF Form 932, MSgt through CMSgt • AF Form 724, Lt through Col

  21. AF Form 931AB thru TSgt Front Back

  22. AF Form 932MSgt thru CMSgt Front Back

  23. AF Form 724Lt thru Col Front Back

  24. AF Form 931--AB thru TSgtSection IV: Performance Factors • Primary/Additional Duties • Standards, Conduct, Character, Military Bearing • Fitness • Training Requirements • Teamwork/Followership • Other Comments

  25. AF Form 932--MSgt thru CMSgtSection IV: Performance Factors • Primary Duties • Standards: Enforcement and Personal Adherence, Conduct, Character, Military Bearing, Customs and Courtesies • Fitness • Resource Management and Decision Making • Training, Education, Off-Education, PME, Professional Enhancement and Communication • Leadership/Teambuilding/Followership • Other Comments

  26. AF Form 724--Lt thru ColSection IV: Performance Factors • Job Knowledge • Leadership Skills • Professionals Qualities • Organizational Skills • Judgment and Decisions • Communications • Physical Fitness

  27. AF Forms 931, 932 and 724 • Block to check type of feedback • Space to provide feedback on each assessment area on front and goals on the reverse • Assessment areas correlate with evaluation

  28. AF Forms 931, 932 and 724 Example AF Form 932 Example AF Form 724 • Supervisor required to give specific indication of performance

  29. Summary • Purpose / Objective • Types of Feedback • Feedback Process • Rater Errors • Avoiding Rater Errors • Requirements • Feedback Forms

  30. “Limited expectations yield only limited results.” Susan LaursonWillig

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