1. Enlisted Evaluation System

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

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 Enlisted Performance Report (AB through TSgt)
AF Form Enlisted Performance Report (MSgt - CMSgt)
AF Form Airman Performance Feedback Worksheet
AF Form NCO Performance Feedback Worksheet 3 5

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 16 7

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 4 8

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 8 11

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..) 9 12

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 10 13

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” 11 14

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 12 15

16. Section V, Rater’s Comments Section 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 13 16

17. Section V, Rater’s Comments Section 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 14 17

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 Comments5 18

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 6 19

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 7 20

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! 21

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 18 23

25. Referral EPRs 24

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 20 25

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 21 29

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 22 30

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 23 31

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 Statements33

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 34

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 35

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 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) EPRs 135 points
SKT measures knowledge of AFSC 100 points
PFE measures knowledge of military and 100 points managerial concepts for a particular grade
EPRs points
Decorations points
TIG points
TIS 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 ( )
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 = =
9 x 35 = 315 x 15 =
9 x 30 = 270 x 15 = 4050
9 x 25 = 225 x 15 = 3375

44. Final Thoughts Limit “WHITE” space Use the experience around you!
Section NCO
Superintendent
1st Sergeant
Commander
Command Chief
If in doubt, ASK! 27 40

45. Questions?

46. Enlisted Evaluation System (EES)