1 / 23

Air Education and Training Command

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. EVALUATING PERFORMANCE. Why? Document performance...both good and bad Differentiate among performers

dagan
Download Presentation

Air Education and Training Command

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript


  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?

More Related