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

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

1 Performance Feedback

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

3 u Definition: Formal, private, written communication between the ratee and rater about the raters expectations and standards and the ratees responsibilities and performance. (AFI ) Definition 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 Types of Feedback cont Performance Feedback Session - Scheduled - Documented

8 Feedback Process Performance Feedback Notice (PFN) Tue Jan 7 11:55:09 CDT PERSONAL DATA -PRIVACY ACT OF 1974 To: 20 MISSION SUPPORT SQ/MSMA MADDUX AFB GA ATTN: 2LT J. DOE OFFICER TRAINING SCHOOL STUDENT WING SUBJ: RATER INITIAL/FOLLOW-UP PERFORMANCE FEEDBACK NOTIFICATION 1. RECORDS INDICATE YOU ARE THE SUPERVISOR/RATER FOR SSGT LAVINA J. UNION. IF THIS IS INCORRECT, PLEASE CONTACT YOUR ORDERLY ROOM. 2. IF YOU HAVEN'T ALREADY DONE SO, THIS IS A REMINDER TO DISCUSS DUTY PERFORMANCE AS SOON AS POSSIBLE WITH THE RATEE AND COMPLETE THE APPROPRIATE PERFORMANCE FEEDBACK WORKSHEET (PFW) AS PRESCRIBED IN AFI A NOTICE HAS BEEN SENT TO THE RATEE INFORMING HER TO CONTACT YOU AND REQUEST A SESSION IF THIS FEEDBACK SESSION HAS NOT BEEN COMPLETED. 3. PERFORMANCE FEEDBACK IS PRIVATE BETWEEN YOU AND THE RATEE. ITS PURPOSE IS TO IMPROVE DUTY PERFORMANCE. AFTER THE SESSION IS FINISHED, GIVE THE ORIGINAL, COMPLETED PFW TO THE RATEE. THE PFW WILL NOT BE MAINTAINED AS AN OFFICIAL RECORD. THIS DOES NOT, HOWEVER, PREVENT YOU FROM KEEPING A COPY FOR PERSONAL REFERENCE. 4. ADDITIONAL INFORMATION CONCERNING WHEN FEEDBACK SESSIONS ARE REQUIRED AND INFORMATION TO HELP YOU PREPARE FOR AND CONDUCT AN EFFECTIVE PERFORMANCE FEEDBACK SESSION ARE IN AFI , CHAP 2 (FORMERLY AFR 39-62, CHAP 3, OR AFP 39-15) AND PAGE 2 OF THIS NOTICE IF YOU HAVE ANY QUESTIONS OR NEED FURTHER ASSISTANCE, PLEASE CONTACT THE EVALUATIONS OR CAREER ENHANCEMENT SECTION AT YOUR MPF. 5. THE FOLLOWING INFORMATION IS PROVIDED TO ASSIST YOU: DATE SUPERVISION BEGAN: 1 JAN (current year) DATE OF LAST EPR: 31 DEC (previous year) PROJECTED EPR DATE: 31 DEC (current year) 6. UPON COMPLETION OF INDORSEMENTS BY THE RATEE AND RATER, RETURN THIS RIP TO THE UNIT ORDERLY ROOM FOR INCLUSION IN THE RATEE'S PIF. 7. A PERFORMANCE FEEDBACK SESSION WAS CONDUCTED ON ___________(DATE). ____________________________ __________________________ (SIGNATURE OF RATEE) (SIGNATURE OF RATER)

9 Feedback Process Rater receives notification from the Commander Support Staff (CSS) –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

10 Feedback Process Rater returns copy of notification to CSS – Signed by both – Filed in Ratees Personnel Information File (PIF) Ratee is notified by MPF to contact supervisor if feedback has not been accomplished

11 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)

12 Rater Errors 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

13 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)

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

15 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

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

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

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

19 Feedback Cycle Initial 60 days AB-CMSgt 2Lt-Col Midterm mid-way AB-SMSgt 2Lt-LtCol OPR/EPR projected close-out date Follow-up in conjunction with close-out AB-CMSgt 2Lt-Col

20 – 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 Requirements for Performance Feedback Cont

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

22 AF Form 931 AB thru TSgt FrontBack

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24 AF Form 932 MSgt thru CMSgt FrontBack

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26 AF Form 724 Lt thru Col FrontBack

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28 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

29 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

30 AF Form 724--Lt thru Col Section IV: Performance Factors Job Knowledge Leadership Skills Professionals Qualities Organizational Skills Judgment and Decisions Communications Physical Fitness

31 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

32 AF Forms 931, 932 and 724 Forms can be either handwritten or typed Supervisor required to give specific indication of performance Example AF Form 932 Example AF Form 724

33 Definition / Objective Types of Feedback Feedback Process Rater Errors Avoiding Rater Errors Requirements Feedback Forms Summary

34 If you never tell your troops whats expected youll frequently be disappointed with their performance Capt Tim Bazzle …and its your fault


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