1. EPR Assessment 1

2. Overview Review Of Epr For SMSgt Climber Overall Instructor Assessment
Section I: Ratee Identification Data
Section II: Job Description
Section III: Evaluation Of Performance
Section IV: Promotion Recommendation
Section V: Rater’s Comments
Appropriate Bullets
Inappropriate Bullets
Overall Instructor Assessment
EPR comparison (SrA Harris)

3. SENIOR ENLISTED PERFORMANCE REPORT (MSGT thru CMSGT)
(Consider ratee’s dedication and preservation of traditional military values - integrity and loyalty)
I. RATEE IDENTIFICATION DATA (Read AFR carefully before completing any item)
1. NAME
2. SSN
3. GRADE
4. DAFSC
5. ORGANIZATION, COMMAND, AND LOCATION
6a. PAS CODE
6b. SRID
7. PERIOD OF REPORT
8. NO. DAYS SUPERVISION
9. REASON FOR REPORT
From: Thru:
II. JOB DESCRIPTION
1. DUTY TITLE
2. KEY DUTIES, TASKS, AND RESPONSIBILITIES
III. EVALUATION OF PERFORMANCE
1. DUTY PERFORMANCE (Consider quality, quantity, and timeliness of duties performed)
Inefficient. An
unprofessional
performer.
Good performer.
Performs routine
duties satisfactorily.
Excellent performer.
Consistently produces
high quality work.
The exception.
Absolutely superior
in all areas.
2. JOB KNOWLEDGE
(Consider whether ratee has technical expertise and is able to apply the knowledge)
Lacking. Needs
considerable improvement.
Sufficient. Gets job
accomplished
Extensive knowledge of
all primary duties and
related positions.
Excels in knowledge of
all related positions.
Mastered all duties.
3. LEADERSHIP
(Consider whether ratee motivates peers or subordinates, maintains discipline, sets and enforces standards,
evaluates subordinates fairly and consistently, plans and organizes work, and fosters teamwork)
Ineffective.
Gets satisfactory
results.
Highly effective
leader.
Exceptionally
effective leader.
4. MANAGERIAL SKILLS
(Consider how well member uses time and resources)
Manages resources
in a satisfactory
manner.
Skillful and
competent.
Dynamic, capitalizes
on all opportunities.
5. JUDGMENT
(Consider how well ratee evaluates situations and reaches logical decisions)
Poor.
Sound.
Emphasizes logic and
decision making.
Highly respected
and skilled.
6. PROFESSIONAL QUALITIES
Unprofessional,
unreliable.
Meets expectations.
Sets an example for
others to follow.
Epitomizes the Air
Force professional.
7. COMMUNICATION SKILLS
(Consider ratee’s ability to organize and express ideas)
Unable to communicate
effectively.
Organizes and expresses
thoughts satisfactorily.
ideas clearly and
concisely.
Highly skilled writer
and communicator.
AF FORM 911, JUN 95 (EF-V2) (PerFORM PRO)
SENIOR ENLISTED PERFORMANCE REPORT (MSGT thru CMSGT) 10

4. 20th Bomb Squadron, ACC, Fogler AFB OR 12345 MXOBR549 OJ2MG
FOR TRAINING PURPOSES ONLY
I. RATEE IDENTIFICATION DATA (Read AFR carefully before completing any item)
1. NAME
2. SSN
3. GRADE
4. DAFSC
Climber, Cliff R.
SMSgt
2A690
5. ORGANIZATION, COMMAND, AND LOCATION
6a. PAS CODE
6b. SRID
20th Bomb Squadron, ACC, Fogler AFB OR 12345
MXOBR549
OJ2MG
7. PERIOD OF REPORT
8. NO. DAYS SUPERVISION
9. REASON FOR REPORT
From: 1 Jan Thru: 31 Dec
365
ANNUAL

5. SENIOR ENLISTED PERFORMANCE REPORT (MSGT thru CMSGT)
(Consider ratee’s dedication and preservation of traditional military values - integrity and loyalty)
I. RATEE IDENTIFICATION DATA (Read AFR carefully before completing any item)
1. NAME
2. SSN
3. GRADE
4. DAFSC
5. ORGANIZATION, COMMAND, AND LOCATION
6a. PAS CODE
6b. SRID
7. PERIOD OF REPORT
8. NO. DAYS SUPERVISION
9. REASON FOR REPORT
From: Thru:
II. JOB DESCRIPTION
1. DUTY TITLE
2. KEY DUTIES, TASKS, AND RESPONSIBILITIES
III. EVALUATION OF PERFORMANCE
1. DUTY PERFORMANCE (Consider quality, quantity, and timeliness of duties performed)
Inefficient. An
unprofessional
performer.
Good performer.
Performs routine
duties satisfactorily.
Excellent performer.
Consistently produces
high quality work.
The exception.
Absolutely superior
in all areas.
2. JOB KNOWLEDGE
(Consider whether ratee has technical expertise and is able to apply the knowledge)
Lacking. Needs
considerable improvement.
Sufficient. Gets job
accomplished
Extensive knowledge of
all primary duties and
related positions.
Excels in knowledge of
all related positions.
Mastered all duties.
3. LEADERSHIP
(Consider whether ratee motivates peers or subordinates, maintains discipline, sets and enforces standards,
evaluates subordinates fairly and consistently, plans and organizes work, and fosters teamwork)
Ineffective.
Gets satisfactory
results.
Highly effective
leader.
Exceptionally
effective leader.
4. MANAGERIAL SKILLS
(Consider how well member uses time and resources)
Manages resources
in a satisfactory
manner.
Skillful and
competent.
Dynamic, capitalizes
on all opportunities.
5. JUDGMENT
(Consider how well ratee evaluates situations and reaches logical decisions)
Poor.
Sound.
Emphasizes logic and
decision making.
Highly respected
and skilled.
6. PROFESSIONAL QUALITIES
Unprofessional,
unreliable.
Meets expectations.
Sets an example for
others to follow.
Epitomizes the Air
Force professional.
7. COMMUNICATION SKILLS
(Consider ratee’s ability to organize and express ideas)
Unable to communicate
effectively.
Organizes and expresses
thoughts satisfactorily.
ideas clearly and
concisely.
Highly skilled writer
and communicator.
AF FORM 911, JUN 95 (EF-V2) (PerFORM PRO)
SENIOR ENLISTED PERFORMANCE REPORT (MSGT thru CMSGT) 11

6. NCOIC, Sortie Support Flight
II. JOB DESCRIPTION
1. DUTY TITLE
NCOIC, Sortie Support Flight
Supervises 24 People. Responsible for effective management of 2 facilities, 4 vehicles, and equipment account valued more than $5 million. Ensures capability to receive, inspect, store, and maintain over 350 line items. Provides guidance and establishes training standards necessary for effective planning and scheduling of all Sortie Support Flight functions in support of operational and contingency requirements. Ensures expedient completion of all Time Compliance Technical Orders. Establishes accountability for all aircraft training devises. Enforces safety and supply discipline. ADDITIONAL DUTY: Squadron Performance Measures Coordinator.
2. KEY DUTIES, TASKS, AND RESPONSIBILITIES

7. SENIOR ENLISTED PERFORMANCE REPORT (MSGT thru CMSGT)
(Consider ratee’s dedication and preservation of traditional military values - integrity and loyalty)
I. RATEE IDENTIFICATION DATA (Read AFR carefully before completing any item)
1. NAME
2. SSN
3. GRADE
4. DAFSC
5. ORGANIZATION, COMMAND, AND LOCATION
6a. PAS CODE
6b. SRID
7. PERIOD OF REPORT
8. NO. DAYS SUPERVISION
9. REASON FOR REPORT
From: Thru:
II. JOB DESCRIPTION
1. DUTY TITLE
2. KEY DUTIES, TASKS, AND RESPONSIBILITIES
III. EVALUATION OF PERFORMANCE
1. DUTY PERFORMANCE (Consider quality, quantity, and timeliness of duties performed)
Inefficient. An
unprofessional
performer.
Good performer.
Performs routine
duties satisfactorily.
Excellent performer.
Consistently produces
high quality work.
The exception.
Absolutely superior
in all areas.
2. JOB KNOWLEDGE
(Consider whether ratee has technical expertise and is able to apply the knowledge)
Lacking. Needs
considerable improvement.
Sufficient. Gets job
accomplished
Extensive knowledge of
all primary duties and
related positions.
Excels in knowledge of
all related positions.
Mastered all duties.
3. LEADERSHIP
(Consider whether ratee motivates peers or subordinates, maintains discipline, sets and enforces standards,
evaluates subordinates fairly and consistently, plans and organizes work, and fosters teamwork)
Ineffective.
Gets satisfactory
results.
Highly effective
leader.
Exceptionally
effective leader.
4. MANAGERIAL SKILLS
(Consider how well member uses time and resources)
Manages resources
in a satisfactory
manner.
Skillful and
competent.
Dynamic, capitalizes
on all opportunities.
5. JUDGMENT
(Consider how well ratee evaluates situations and reaches logical decisions)
Poor.
Sound.
Emphasizes logic and
decision making.
Highly respected
and skilled.
6. PROFESSIONAL QUALITIES
Unprofessional,
unreliable.
Meets expectations.
Sets an example for
others to follow.
Epitomizes the Air
Force professional.
7. COMMUNICATION SKILLS
(Consider ratee’s ability to organize and express ideas)
Unable to communicate
effectively.
Organizes and expresses
thoughts satisfactorily.
ideas clearly and
concisely.
Highly skilled writer
and communicator.
AF FORM 911, JUN 95 (EF-V2) (PerFORM PRO)
SENIOR ENLISTED PERFORMANCE REPORT (MSGT thru CMSGT) 11

8. VI. RATER’S RATER’S COMMENTS NONCONCUR1
IV. PROMOTION RECOMMENDATION
V. RATER’S COMMENTS
(Compare this ratee with others of the same grade and AFS. For CMSgts, this is a
recommendation for increased responsibilities )
RECOMMENDATION
NOT
RECOMMENDED
NOT RECOMMENDED
AT THIS TIME
CONSIDER
READY
IMMEDIATE
PROMOTION
RATER’S
RATER’S RATER’S
NAME, GRADE, BR OF SV, ORGN, COMD, & LOCATION
DUTY TITLE
DATE
SSN
SIGNATURE
CONCUR
NONCONCUR (Attach AF Form 77)
VI. RATER’S RATER’S COMMENTS
NONCONCUR
VIII. FINAL EVALUATOR’S POSITION
IX. TIME-IN-GRADE ELIGIBLE
(N/A for CMSgt or CMSgt selectee)
X. COMMANDER’S REVIEW A B C D
SENIOR RATER
SENIOR RATER’S DEPUTY
INTERMEDIATE LEVEL
LOWER LEVEL
YES NO
Last feedback was conducted on: ______________. 2 3 4 5 26

9. VI. RATER’S RATER’S COMMENTS NONCONCUR1
IV. PROMOTION RECOMMENDATION
V. RATER’S COMMENTS
(Compare this ratee with others of the same grade and AFS. For CMSgts, this is a
recommendation for increased responsibilities )
RECOMMENDATION
NOT
RECOMMENDED
NOT RECOMMENDED
AT THIS TIME
CONSIDER
READY
IMMEDIATE
PROMOTION
RATER’S
RATER’S RATER’S
NAME, GRADE, BR OF SV, ORGN, COMD, & LOCATION
DUTY TITLE
DATE
SSN
SIGNATURE
CONCUR
NONCONCUR (Attach AF Form 77)
VI. RATER’S RATER’S COMMENTS
NONCONCUR
VIII. FINAL EVALUATOR’S POSITION
IX. TIME-IN-GRADE ELIGIBLE
(N/A for CMSgt or CMSgt selectee)
X. COMMANDER’S REVIEW A B C D
SENIOR RATER
SENIOR RATER’S DEPUTY
INTERMEDIATE LEVEL
LOWER LEVEL
YES NO
Last feedback was conducted on: ______________. 2 3 4 5
VII. INDORSER’S COMMENTS
AF FORM 911, JUN 95 (REVERSE) (EF-V2) (PerFORM PRO) 26

10. Rater’s Comments Start with a strong impact statement!
­ Single-handedly spearheaded squadron ORI preparations, ensured "Outstanding" rating in June 200X ORI

11. Rater’s Comments
-­ Personally created inspection checklists for all sections to ensure compliance with established directives
-­ Allowed sections to teach other sections their processes; improved working relations between sections
-- Increased efficiency, eliminated duplication of effort, saved over $26,000...decreased equipment support by 25%, pre-flight inspection times by 50%, post-flight inspections by 33%, and no-shows by 73%

12. Rater’s Comments
­ Constantly striving to improve quality of life for all members of the unit; personally undertook challenge of reducing dormitory problems...rid the dormitory of all incidents of underage drinking/property damage
-- Incorporated inputs from dormitory members to ensure all issues were addressed; morale skyrocketed
-­- First dormitory to be selected Dorm of the Month; showcase for other units on base to emulate

13. Rater’s Comments
- Instilled pride of ownership across all sections; ensured all personnel in customer service positions received customer service training--decreased customer wait time and increased customer satisfaction
- Greatly enhanced civil-military relations…delivered a riveting presentation and was lauded by civic leaders
- Selected SNCO of the year--exemplifies core values and instills pride--promote to CMSgt immediately!

14. Rater’s Comments Weak comments would include:
- Elected President of Wing Top 3 organization, making the organization more responsive to enlisted personnel and community partnerships
-- Organized the Top 3 children's Haunted House, manned the refreshment booth at the base picnic
-- Organized renovation efforts for Bear Creek Elementary School, hard work praised by school leadership

15. Rater’s Comments
- Spearheaded squadron pre-inspection barbecue to reward efforts of all members for preparation efforts
- POC for Wing POW/MIA day; largest crowd ever...emotional day of remembrance carried out to perfection

16. Rater’s Comments Inappropriate comments include:
- Submitted for Meritorious Service Medal for his consistently superior efforts and outstanding results

17. Feedback Dates
Midpoint Feedback: 17 Jul

18. VI. RATER’S RATER’S COMMENTS NONCONCUR1
IV. PROMOTION RECOMMENDATION
V. RATER’S COMMENTS
(Compare this ratee with others of the same grade and AFS. For CMSgts, this is a
recommendation for increased responsibilities )
RECOMMENDATION
NOT
RECOMMENDED
NOT RECOMMENDED
AT THIS TIME
CONSIDER
READY
IMMEDIATE
PROMOTION
RATER’S
RATER’S RATER’S
NAME, GRADE, BR OF SV, ORGN, COMD, & LOCATION
DUTY TITLE
DATE
SSN
SIGNATURE
CONCUR
NONCONCUR (Attach AF Form 77)
VI. RATER’S RATER’S COMMENTS
NONCONCUR
VIII. FINAL EVALUATOR’S POSITION
IX. TIME-IN-GRADE ELIGIBLE
(N/A for CMSgt or CMSgt selectee)
X. COMMANDER’S REVIEW A B C D
SENIOR RATER
SENIOR RATER’S DEPUTY
INTERMEDIATE LEVEL
LOWER LEVEL
YES NO
Last feedback was conducted on: ______________. 2 3 4 5
VII. INDORSER’S COMMENTS 26

19. Overall Instructor Assessment
134 AF 67 RA
134 AF 67 RA
134 AF 67 RA AF 67
134

20. Mediocre EPR
What would a “middle-of-the-road” performer’s EPR look like?

21. SENIOR ENLISTED PERFORMANCE REPORT (MSGT thru CMSGT)
(Consider ratee’s dedication and preservation of traditional military values - integrity and loyalty)
I. RATEE IDENTIFICATION DATA (Read AFR carefully before completing any item)
1. NAME
2. SSN
3. GRADE
4. DAFSC
5. ORGANIZATION, COMMAND, AND LOCATION
6a. PAS CODE
6b. SRID
7. PERIOD OF REPORT
8. NO. DAYS SUPERVISION
9. REASON FOR REPORT
From: Thru:
II. JOB DESCRIPTION
1. DUTY TITLE
2. KEY DUTIES, TASKS, AND RESPONSIBILITIES
III. EVALUATION OF PERFORMANCE
1. DUTY PERFORMANCE (Consider quality, quantity, and timeliness of duties performed)
Inefficient. An
unprofessional
performer.
Good performer.
Performs routine
duties satisfactorily.
Excellent performer.
Consistently produces
high quality work.
The exception.
Absolutely superior
in all areas.
2. JOB KNOWLEDGE
(Consider whether ratee has technical expertise and is able to apply the knowledge)
Lacking. Needs
considerable improvement.
Sufficient. Gets job
accomplished
Extensive knowledge of
all primary duties and
related positions.
Excels in knowledge of
all related positions.
Mastered all duties.
3. LEADERSHIP
(Consider whether ratee motivates peers or subordinates, maintains discipline, sets and enforces standards,
evaluates subordinates fairly and consistently, plans and organizes work, and fosters teamwork)
Ineffective.
Gets satisfactory
results.
Highly effective
leader.
Exceptionally
effective leader.
4. MANAGERIAL SKILLS
(Consider how well member uses time and resources)
Manages resources
in a satisfactory
manner.
Skillful and
competent.
Dynamic, capitalizes
on all opportunities.
5. JUDGMENT
(Consider how well ratee evaluates situations and reaches logical decisions)
Poor.
Sound.
Emphasizes logic and
decision making.
Highly respected
and skilled.
6. PROFESSIONAL QUALITIES
Unprofessional,
unreliable.
Meets expectations.
Sets an example for
others to follow.
Epitomizes the Air
Force professional.
7. COMMUNICATION SKILLS
(Consider ratee’s ability to organize and express ideas)
Unable to communicate
effectively.
Organizes and expresses
thoughts satisfactorily.
ideas clearly and
concisely.
Highly skilled writer
and communicator.
AF FORM 911, JUN 95 (EF-V2) (PerFORM PRO)
SENIOR ENLISTED PERFORMANCE REPORT (MSGT thru CMSGT) 11

22. VI. RATER’S RATER’S COMMENTS NONCONCUR1
IV. PROMOTION RECOMMENDATION
V. RATER’S COMMENTS
(Compare this ratee with others of the same grade and AFS. For CMSgts, this is a
recommendation for increased responsibilities )
RECOMMENDATION
NOT
RECOMMENDED
NOT RECOMMENDED
AT THIS TIME
CONSIDER
READY
IMMEDIATE
PROMOTION
RATER’S
RATER’S RATER’S
NAME, GRADE, BR OF SV, ORGN, COMD, & LOCATION
DUTY TITLE
DATE
SSN
SIGNATURE
CONCUR
NONCONCUR (Attach AF Form 77)
VI. RATER’S RATER’S COMMENTS
NONCONCUR
VIII. FINAL EVALUATOR’S POSITION
IX. TIME-IN-GRADE ELIGIBLE
(N/A for CMSgt or CMSgt selectee)
X. COMMANDER’S REVIEW A B C D
SENIOR RATER
SENIOR RATER’S DEPUTY
INTERMEDIATE LEVEL
LOWER LEVEL
YES NO
Last feedback was conducted on: ______________. 2 3 4 5 26

23. Rater’s Comments
- Received laudatory comments for response to a mobility exercise scenario
-- Flawlessly processed over 50 Emergency Notification Data Cards for mobility personnel
-- Contributed directly to squadron earning overall "Excellent" rating
- Innovative customer service representative
-- Devised new method for recording customer request
-- Reduced customer waiting time by 25 percent

24. Rater’s Comments
- Accomplished checklist to compare current operating procedures with governing regulations
-- Found and corrected several problem areas reducing time lost due to duplication of efforts
- Completed Community College of the Air Force English course
-- Improved her written communications skills
-- Reduced grammatical errors on correspondence
- Completed Airman Leadership School...improved overall knowledge for the Air Force
- Displays behavior appropriate for a senior airman; recommend for promotion

25. Summary Review Of Epr For SMSgt Climber Overall Instructor Assessment
Section I: Ratee Identification Data (Not Assessed)
Section II: Job Description (Not Assessed)
Section III: Evaluation Of Performance
Section IV: Promotion Recommendation
Section V: Rater’s Comments
Appropriate Bullets
Inappropriate Bullets
Overall Instructor Assessment
EPR Comparison

26. EPR Assessment 1