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Officer Evaluation System

Officer Evaluation System. Overview. Performance Feedback Performance Reporting Career Progression System. Officer Evaluation System. OPR. PFW. PRF. Performance Feedback. Feedback is the single most important means for changing behavior. Types of Feedback.

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Officer Evaluation System

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  1. Officer EvaluationSystem

  2. Overview • Performance Feedback • Performance Reporting • Career Progression System

  3. Officer Evaluation System OPR PFW PRF

  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. Officer Evaluation System OPR PFW PRF

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

  8. Performance Reporting • Observation • Requires planning & preparation • Requires communication • Requires feedback • Evaluation • Judge observed performancevs: • 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 Form 707

  11. AF FORM 707 Back Front

  12. AF FORM 707 • Performance standards are the same for all grades • Performance factors summarized on front of form • Mark “Does Not Meet” if evaluator’s comments make the report referral, or if a performance factor in Section IX on reverse is marked “Does Not Meet Standards” • Fitness exemption captured on the front of the form

  13. AF FORM 707 • Rater Overall Assessment • 6 lines • Must be bullet format

  14. AF FORM 707 • Performance Factors • Same for all ranks • Only mark if officer does not meet the standard

  15. AF FORM 707 • Referral Letter • Included on back of report

  16. 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

  17. 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 • CRO with less than 120 days of supervision • Under supervision of someone other than your supervisor • Provides input to rater

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

  19. 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

  20. Officer Evaluation System OPR PFW PRF

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

  22. 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

  23. Officer Promotion System (cont.) • Fully Qualified: For promotion from 2d Lt to 1st Lt • Best Qualified: For promotion to Capt 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)

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

  25. Promotion Recommendations • “Definitely Promote”- strength of performance and potential warrants promotion • “Promote”- qualified for promotion, compete on basis of performance, potential, etc... • “Do Not Promote”- promotion not warranted

  26. Summary • Performance Feedback • Performance Reporting • The Evaluation Process • OPR • Inappropriate Comments • Other Types of Performance Reports • Usesof Reports • The Appeal Process • Career Progression System

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