2 Overview Purpose / Objective Types of Feedback Feedback Process Rater ErrorsAvoiding Rater ErrorsRequirementsFeedback 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 )
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 rateeProvide a written progress report before and after an official evaluation is due
8 Feedback Process Rater determines feedback is due Schedule feedback sessionComplete the feedback worksheet prior to the session using AF Form 931, 932, or 724 as appropriateConduct feedback session; focus on performanceBoth sign and date worksheetMake a copy for your files (give original to ratee)There should be no surprises later on the performance report
9 Feedback ProcessRatee should contact supervisor if feedback has not been accomplished
10 Feedback Worksheet Privacy Feedback worksheet is private between rater and rateeMay only be viewed by:Squadron Commander (for SNCOs)Squadron Commander and rater’srater (TSgt/below)
11 Rater Errors when it is not Rating performance as “outstanding” Don’t want to hurt feelingsMore lenient when facing rateeApplying personal standardsDon’t want to impact careerMiddle range is where severalshould be
12 Rater Errors Halo/Horns Effect Usually the strongest impression Well-liked people get favorable ratingsDisliked people get unfavorable ratingsGeneral impression of ratee as a person (not his/her performance)
13 Rater Errors Stereotypes Overlook improvement on past performance Limited Observation and Poor RecallStereotypesOverlook improvement onpast performanceJudged on most recentexperiences rather thanperformance during theentire period
14 How to Avoid Rater Errors Exhibit the right attitude; remember the goal is to develop the individualLearn and practice good observation skillsGather & report supporting informationDiscriminate between relevant and irrelevant informationDoing selective work sampling when direct observation is infrequent
15 Who Receives Feedback and When? RequirementsWho Receives Feedback and When?Initial Feedback:Within 60 days of being assigned a raterSets “ground rules”Colonel and belowAll Enlisted
16 Requirements Midterm Feedback: Midway between the time supervision began and the projected performance reportAB through SMSgt2d Lt through Lt ColAirmanBasic
17 Requirements Follow-up Feedback: Occurs in conjunction with the close out of a performance reportAB through CMSgt2d Lt through ColAirmanBasic
18 Requirements Within 30 days of request Any time the “ratee” requests feedbackWithin 30 days of requestIf at least 60 days have passed since last sessionAny time the “rater” determines a needGood or bad feedback
20 Individual Form Details Performance FeedbackAF Form 931, AB through TSgtAF Form 932, MSgt through CMSgtAF Form 724, Lt through ColThe performance feedback worksheets have also been redesigned and compliment changes to the performance reports. And as you can see, the officers now only have one worksheet for all grades through Colonel.
21 AF Form 931 AB thru TSgt Front Back Here is the AF Form 931 for AB thru TSgtFrontBack
27 AF Form 931--AB thru TSgt Section IV: Performance Factors Primary/Additional DutiesStandards, Conduct, Character, Military BearingFitnessTraining RequirementsTeamwork/FollowershipOther Comments
28 AF Form 932--MSgt thru CMSgt Section IV: Performance Factors Primary DutiesStandards: Enforcement and Personal Adherence, Conduct, Character, Military Bearing, Customs and CourtesiesFitnessResource Management and Decision MakingTraining, Education, Off-Education, PME, Professional Enhancement and CommunicationLeadership/Teambuilding/FollowershipOther Comments
29 AF Form 724--Lt thru Col Section IV: Performance Factors Job KnowledgeLeadership SkillsProfessionals QualitiesOrganizational SkillsJudgment and DecisionsCommunicationsPhysical Fitness
30 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 reverseAssessment areas correlate with evaluationThe rater will select “Initial” if it is the initial feedback session since the purpose of this feedback is to convey performance expectations. There is space available for the rater to make comments about each standard. This form can either be hand written or typed. However, the forms will be hand signed.Feedback continues to remain as private communication between the ratee and rater. Access to feedback forms is unchanged as addressed in AFI , Officer and Enlisted Evaluation Systems.
31 AF Forms 931, 932 and 724Supervisor required to give specific indication of performanceExampleAF Form932724The major change to all performance feedback worksheets is the elimination of the sliding scale to assess performance. In its place are check boxes that resemble the enlisted performance ratings. You’ll notice that the Officer Performance Feedback Worksheet ratings also resemble those of the enlisted force. Since the OPR only has a meets or does not meet standard, these ratings on the PFW will allow the officer to receive in-depth feedback. During midterm feedback, and subsequent sessions, the rater will have to select from “Does Not Meet,” “Meets,” “Above Average” or “Clearly Exceeds.” Fitness will be rated at “Does Not Meet,” “Meets” or “Exempt” with the same rules applying as for the evaluations. Feedback continues to be a privileged communication between the ratee and rater.
32 Summary Purpose / Objective Types of Feedback Feedback Process Rater ErrorsAvoiding Rater ErrorsRequirementsFeedback Forms
33 “Limited expectations yield only limited results. ” “Limited expectations yield only limited results.” Susan Laurson Willig