2 Overview Review Of EES PFW EPR Enlisted Career Progression System ObjectiveRequirementsExplanation of Forms UsedReferral EPRs2
3 Overview (Cont.) Enlisted Career Progression System Objective High Year of TenurePromotion MethodsFully QualifiedWAPS/STEPWhole Person ConceptResponsibilities as an Officer
4 Enlisted Performance Reports (EPR) Objective: Provides an official record of performance as viewed by officials in the rating chain who are closest to the actual work environment. (AFI )Let’s narrow our focus now and concentrate on the enlisted performance report itself.5
5 Enlisted Evaluation System PFW: Designed to provide Airmen with honest, periodic feedback so they’ll know what the Air Force and their supervisors expect.EPR: Designed to provide an official record of performance as viewed by officials in the rating chain who are closest to the actual work environment.3
6 Enlisted Evaluation System (cont.) Enlisted Career Progression System: Designed to provide the rank/grade commensurate with each position’s responsibility and leadership requirement.4
7 Enlisted Performance Reports (EPR) Objective: Provides an official record of performance as viewed by officials in the rating chain who are closest to the actual work environment.5
8 REQUIREMENTS FOR EPRs Who? All enlisted members SrA thru CMSgt. A1C and below if they have 20 months or more of Total Active Federal Military Service (TAFMS).When?Annually if no changes during reporting cycle (change in reporting official, PCS, PCA, etc.)After a change during the reporting cycle when there has been 120 days or more of supervision.6
9 8Forms UsedAF Form 910, Enlisted Performance Report - Used for Airman Basic (AB) through Technical Sergeant (TSgt)AF Form 911, Senior Enlisted Performance Report - Used for Master Sergeant (MSgt) through Chief Master Sergeant (CMSgt)7
10 AF Form 910 AB thru TSgt Front Back First, here is what the new AF Form 910 will look like. As you can see there are significant changes in how raters will evaluate performance of their enlisted Airmen.FrontBack
11 AF Form 911 MSgt thru CMSgt Front Back The AF Form 911, has also been similarly redesigned.FrontBack
12 AF Forms 910 and 911 Block added for Significant Additional Duties Key Duties, Tasks and ResponsibilitiesReduced to 4 linesMust be in bullet formatBoth forms have a block dedicated for significant additional duties.The job description area has been reduced to four lines and must be in bullet format. In this space, raters need to communicate the nature or level of responsibilities and the uniqueness of each job. Raters need to be specific – include such things as number of people supervised and dollar value of resources or projects managed.Ratees on an indeterminate (365 day) deployment, will use their deployed job description.
13 AF Forms 910 and 911 Performance Assessment Broken down into specific standardsAF Form 910 has 5 standards plus comment areaAF Form 910 has additional standards listed for SSgt and TSgtAF Form 911 has 6 standards plus comment areaA significant change is in the rater’s performance assessment area. Immediate rater’s comments are now aligned to the specific performance assessment area on the front side of the form. This change allows immediate raters to address performance on the standards and competencies we value. The AF Form 910 has five standards and the AF Form 911 has six standards. Both forms also have an additional block for other comments.Example from AF Form 910
14 AF Forms 910 and 911 Performance Assessment (continued) Ratings – Must mark oneDoes Not MeetPerforms below established standards, requires improvementDisciplinary action not required, however, makes report referralMeetsMeets established standardsAbove AveragePerforms beyond established standards and expectationsClearly ExceedsPerforms at a higher level than most of their peers, far exceeds standards and expectations, unique performerEvaluation of performance assessment areas has been standardized. The rater must indicate the level of performance of the ratee by marking one of the four choices: “Does Not Meet” “Meets” “Above Average” or “Clearly Exceeds”Any marking of “Does Not Meet” requires specific comments on how the ratee is not meeting the standard and makes the report a referral. Inclusion of any negative comments also require the report to be referred. This marking also requires the form to be filled out with “wet” or “pen and ink” signatures. Referral reports will not use digital signatures. They will be processed manually as they were done with the previous version of the forms using a typed referral memorandum to the ratee.Marking “Meets” means the ratee has performed in a manner meeting expectations established by the rater.“Above Average” will be marked when the ratee consistently performs above expectations.“Clearly exceeds” should be reserved for those Airmen who clearly perform significantly above expectations, showing initiative, going above and beyond at all times.ExampleFromAF Form911
15 AF Forms 910 and 911 Performance Assessment (continued) Comments must be made for each standardMust be in bullet formatWhite space is allowedBullets can describe an activity/accomplishment/event the ratee participated in that demonstrated the standardExample for Standards, Conduct, Character- Maintained composure during IFE; quick thinking saved the lives of 76 passengersRaters need to make comments for all assessment areas. They must use bullet format, however, white space is allowed.Raters should try not to fall into the trap of making bland comments such as “Amn Smith’s conduct and character are in line with the Air Force core values.” Instead, they should write bullets that describe what the Airman did during the rating period and which demonstrate the standard in action. For example “Maintained composure during IFE; quick thinking saved the lives of 76 passengers”While there is space to comment on fitness, comments can only be included if the ratee does not meet standards or to document unit fitness achievements for the physical training leader or unit fitness program manager.Maintained composure during in-flight emergency; quick thinking saved the lives of 76 passengersHand-picked to escort AMC/CC during AF 60th Anniversary Celebration and Birthday Ball; “best escort I’ve had!”- Scored 74, improved 15 pts over last test, back w/vengeance after injuryExampleFromAF Form911
16 AF Forms 910 and 911 Performance Assessment (continued) Other comments Promotion and job recommendationsSafety, security and human relationsAcronym list: in order used, complete title followed by acronym, separated by semi-colonExample: In-flight Emergency (IFE); BPO (Business Process Owner)Stratification for eligible MSgts and SMSgtsThe other comments area is designed for immediate raters to make promotion and future job recommendations, capture information on the ratee’s safety, security and human relations behavior, to capture acronyms used throughout the report. For Time in Grade eligible MSgts and SMSgts, this is where immediate raters can include stratification statements, and realistic job and assignment recommendations. For example, a SSgt’s report should not include a recommendation for first sergeant duty.Example from AF Form 910Ready to be NCOIC of a large CSS, promote now!Business Process Owner (BPO); Mobile Training Team (MTT); Ready Aircrew Program (RAP)
17 AF Forms 910 and 911 Overall Performance Assessment Rater and additional rater indicate overall level of performanceNOT a promotion recommendationPoint values used to compute WAPS scoreThere are no changes to the format of the signature block. The date cannot be typed in. On forms that are digitally signed, the date will automatically fill in. For evaluations requiring pen and ink signatures, the date will be hand written.The overall rating is no longer stated as a promotion recommendation, but is now a performance assessment rating. Overall rating scale remains 1 to 5 and there are no changes to WAPS EPR point calculation for promotions.While a controlled rating system is not implemented, supervisors at all levels must use caution to reduce and preclude overinflation of ratings. EPR ratings impact selections for promotion, CJRs, retraining, reenlistment and assignments. Overinflating EPR ratings eliminates performance as a discriminator and results in a disservice to all Airmen.Example fromAF Form 910
18 AF Forms 910 and 911 Overall Performance Assessment (continued) Ratings – must mark one prior to signing reportPoor (1)Performs at an unacceptable levelDisciplinary action is not requiredMakes report referralNeeds Improvement (2)Meets some but not all performance standardsBefore signing in their signature block on front of the form, the rater must go to the back of the form to fill out the overall performance assessment and feedback data. Raters will also fill out the TIG eligibility and final evaluator position on the AF Form 911 before signing the report.When deciding the overall performance rating, evaluators should compare the ratee to their peers in the same grade. While there are many thousands of outstanding and exceptional performers, not every Airman is or should be considered as “Truly Among the Best,” a rating of 5.As mentioned, the overall rating scale remains 1 though 5. There must be differentiation to ensure performance counts. Markings of either “Poor” or “Needs Improvement”, or any negative comments, cause the evaluation to be a referral report.
19 AF Forms 910 and 911 Overall Performance Assessment (continued) Ratings – must mark one prior to signing reportAverage (3)Meets standards/expectationsPerforms in the median when compared to peersAbove Average (4)Performs beyond established standards and expectationsPerforms at higher level than many of their peersTruly Among the Best (5)Performs at a level above their peer groupElite performer who goes above and beyondA rating of 3 is appropriate for Airmen who meet standards and perform in an acceptable manner when compared to their peers, they are in the median.A rating of 4 is for those Airmen who outperform the majority of ther peers.Finally, a rating of 5 must be reserved for those exceptional performers who are head and shoulders above and always outperform their peers.
20 AF Forms 910 and 911FeedbackRecords last feedback in the reporting periodCannot be the date of feedback acknowledgementIf feedback was not provided, type N/A and state reasonRater will not be able to digitally sign form if this section is not completedThe importance of performance feedback cannot be overemphasized. Establishing expectations and providing feedback is one of the most important responsibilities supervisors have and is also the primary tool for improving performance. Our Airmen deserve to know their supervisor’s expectations, how they are meeting the expectations and what they can do to improve. The feedback block under the overall performance assessment captures the date the last formal feedback session was conducted. A date or N/A with comments must be entered, or the rater will not be able to digitally sign the form. This date cannot be the date the Airman acknowledged receiving the evaluation. Unfortunately, we still have Airmen who are not receiving feedback. There is no excuse for not providing feedback and supervisors at all levels must be involved to ensure feedback is conducted.
21 AF Forms 910 and 911 Ratee Acknowledgment Facilitates feedback Reduces evaluation appeals based on minor errors such as misspellings or forgotten accomplishmentsThe specifics of the Ratee acknowledgement have been addressed earlier. Again, this is designed to facilitate feedback and to reduce evaluations that require corrections after the fact for minor errors or missed accomplishments.
22 REFERRAL EPR Criteria A “Does Not Meet” on any Performance Standard An Overall Assessment of “Poor (1)” or “Needs Improvement (2)”Comments that refer to behavior not meeting minimal acceptable standards of performance, personal conduct, character, or integrity.39
23 REFERRAL EPR cont. Procedures Ratee must be notified by the rater before the rater signs a referral EPRRatee then has the opportunity to provide written comments (no more than 10 pages) and attach them to the referral EPR40
24 Enlisted Career Progression System ObjectiveTo provide the rank/grade commensurate with each position’s responsibility and leadership requirementNow Let’s expand our focus to look at the Enlisted Career Progression System to manage enlisted personnel from basic training through retirement.The objective is to provide the rank/grade commensurate with each position’s responsibility and leadership requirement.With an increase in rank comes an increase in responsibility. Don’t leave a CMSgt with the responsibility of a TSgt, and likewise, don’t give a SrA the responsibilities of a TSgt.4444
25 Enlisted Career Progression System High/Low Year Tenure (HYT)E-4 (SrA) Years of ServiceE-5 (SSgt) Years of ServiceE-6 (TSgt) 24 Years of ServiceE-7 (MSgt) Years of ServiceE-8 (SMSgt) 28 Years of ServiceE-9 (CMSgt) 30 Years of Service5555
26 Enlisted Promotion System “Fully Qualified” E-2 (Amn) through E-4 (SrA)Fully QualifiedAll must meet time in grade requirementsE-4 Senior Airman--must receive skill levelMethods of promotion depends on grade.Promotion to E-2 through E-4 is on a fully qualified basis, with commander’s recommendation.E-2 requires 6 moths TIG.E-3 requires 10 months TIG.E-$ requires 36 months TIS and 20 months TIG or 28 months TIG, whichever comes firs, and a 5 skill level. (3 skill level when no 5 skill level exists).Below the zone promotion selects AIC for promotion to SrA 6 months early. Only considered for BTZ once.Promotions to E-5 through E-7 can occur two ways.Weighted Airman Promotion System (WAPS) or Stripes for Exceptional Performers. Let’s first look at promotion under WAPS7777
27 Enlisted Promotion System “Weighted Airman Promotion System” (WAPS) E-5 through E-7 Max PtsEnlisted Performance Reports Points (EPRs) …….. 135Specialty Knowledge Test (SKT) …………………Professional Development Guide (PDG) Score ....…..100Time in Service (TIS) .………………………………. 40Time in Grade (TIG) ….……………………………....60Decorations …………………………………………… 25Total Points PossibleThere are 6 weighted factors for a maximum of 460 points.EPRs most heavily weighted 135 (performance/ability to succeed in profession)Specialty Knowledge Test (SKT) 100 Job specificPFE, AF knowledge, management, etc. 100TIG, ½ pt per month 60TIS, 1/6 pt per month 40Decoration 25_________________________________________Total 4607777
28 Enlisted Promotion System “Stripes for Exceptional Performers” (STEP) E-5 (SSgt) through E-7 (MSgt)For those individuals whose performance and potential clearly set them far above their peersVery limited in numberStripes for Exceptional Performers (STEP) Program. Permits local commanders to advance eligible, outstanding airmen to E-5 through E-7. There’s a board process to select most qualified personnel for early promotion.Based on performance and potential. It allows individuals to get promoted early and helps sharp individuals who have trouble with taking tests.Cannot be promoted twice within a 12 month period. For example, if an individual has just been promoted under WAPS, they are ineligible for a STEP promotion for 12 months.7777
29 Enlisted Promotion System “Whole Person Concept” E-8 (SMSgt) through E-9 (CMSgt)Weighted factors similar to WAPSIndividual’s record meets a boardPromotion to E-8 and E-9 uses the “whole person” concept. Two phased concepts focuses on leadership and management as well as job performance.8888
30 Senior NCO Promotion “Whole Person Concept” Enlisted Performance Reports Max PtsEPRs.……….…………………………..135Supervisory Exam.…………………….100Time in Service (TIS)…………….……..25Time in Grade (TIG)……………….…...60Decorations………………………….…...25Central Board Score…………………...450Total Possible Points…………………...7957777
31 Officer Responsibilities Career Development CounselingSeek out additional dutiesProvide time for self-developmentCorrect deficienciesRecognize outstandingcontributions and achievements9999
32 Summary Review Of EES PFW EPR Enlisted Career Progression System ObjectiveRequirementsExplanation of Forms UsedReferral EPRs2
33 Summary (Cont.) Enlisted Career Progression System Objective High Year of TenurePromotion MethodsFully QualifiedWAPS/STEPWhole Person ConceptResponsibilities as an Officer