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Performance Feedback. Overview Purpose / Objective Types of Feedback Feedback Process Rater Errors Avoiding Rater Errors Requirements Feedback Forms.

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Presentation on theme: "Performance Feedback. Overview Purpose / Objective Types of Feedback Feedback Process Rater Errors Avoiding Rater Errors Requirements Feedback Forms."— Presentation transcript:

1 Performance Feedback

2 Overview Purpose / Objective Types of Feedback Feedback Process Rater Errors Avoiding Rater Errors Requirements Feedback Forms

3 Provides formal, private, written communication between the ratee and rater about the raters expectations and standards and the ratees responsibilities and performance. (AFI 36-2406) Purpose of Performance Feedback

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 ratee – Provide a written progress report before and after an official evaluation is due

6 Types of Feedback Day-to-Day

7 Performance Feedback Session - Scheduled - Documented Types of Feedback

8 Feedback Process Rater determines feedback is due – Schedule feedback session – Complete the feedback worksheet prior to the session using AF Form 931, 932, or 724 as appropriate Conduct feedback session; focus on performance – Both sign and date worksheet – Make a copy for your files (give original to ratee) – There should be no surprises later on the performance report

9 Feedback Process Ratee should contact supervisor if feedback has not been accomplished

10 Feedback Worksheet Privacy Feedback worksheet is private between rater and ratee May only be viewed by: – Squadron Commander (for SNCOs) – Squadron Commander and raters rater (TSgt/below)

11 Rater Errors Rating performance as outstanding when it is not Dont want to hurt feelings More lenient when facing ratee Applying personal standards Dont want to impact career Middle range is where several should be

12 Rater Errors Halo/Horns Effect Usually the strongest impression Well-liked people get favorable ratings Disliked people get unfavorable ratings General impression of ratee as a person (not his/her performance)

13 Limited Observation and Poor Recall – Stereotypes – Overlook improvement on past performance – Judged on most recent experiences rather than performance during the entire period Rater Errors

14 How to Avoid Rater Errors Exhibit the right attitude; remember the goal is to develop the individual Learn and practice good observation skills Gather & report supporting information Discriminate between relevant and irrelevant information Doing selective work sampling when direct observation is infrequent

15 Requirements Who Receives Feedback and When? – Initial Feedback: Within 60 days of being assigned a rater Sets ground rules Colonel and below All Enlisted

16 – Midterm Feedback: Midway between the time supervision began and the projected performance report AB through SMSgt 2d Lt through Lt Col Airman Basic Requirements

17 – Follow-up Feedback: Occurs in conjunction with the close out of a performance report AB through CMSgt 2d Lt through Col Airman Basic Requirements

18 – Any time the ratee requests feedback Within 30 days of request – If at least 60 days have passed since last session – Any time the rater determines a need Good or bad feedback

19 Feedback Cycle Midterm (mid-way) AB-SMSgt 2Lt-Lt Col OPR/EPR Close-out Date Follow-up ---------> AB-CMSgt 2Lt-Col Initial (w/in 60 days) AB-CMSgt 2Lt-Col

20 Individual Form Details Performance Feedback – AF Form 931, AB through TSgt – AF Form 932, MSgt through CMSgt – AF Form 724, Lt through Col

21 AF Form 931 AB thru TSgt FrontBack

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23 AF Form 932 MSgt thru CMSgt FrontBack

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25 AF Form 724 Lt thru Col FrontBack

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27 AF Form 931--AB thru TSgt Section IV: Performance Factors Primary/Additional Duties Standards, Conduct, Character, Military Bearing Fitness Training Requirements Teamwork/Followership Other Comments

28 AF Form 932--MSgt thru CMSgt Section IV: Performance Factors Primary Duties Standards: Enforcement and Personal Adherence, Conduct, Character, Military Bearing, Customs and Courtesies Fitness Resource Management and Decision Making Training, Education, Off-Education, PME, Professional Enhancement and Communication Leadership/Teambuilding/Followership Other Comments

29 AF Form 724--Lt thru Col Section IV: Performance Factors Job Knowledge Leadership Skills Professionals Qualities Organizational Skills Judgment and Decisions Communications Physical 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 reverse Assessment areas correlate with evaluation

31 Supervisor required to give specific indication of performance Example AF Form 932 Example AF Form 724 AF Forms 931, 932 and 724

32 Summary Purpose / Objective Types of Feedback Feedback Process Rater Errors Avoiding Rater Errors Requirements Feedback Forms

33 Limited expectations yield only limited results. Susan Laurson Willig


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