2 Overview Definition / Objective Types of Feedback Feedback Process Rater ErrorsAvoiding Rater ErrorsRequirementsFeedback Forms
3 Definition of Performance Feedback Definition: 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
7 Types of Feedback cont’ Performance Feedback Session- Scheduled- Documented
8 Feedback Process Performance Feedback Notice (PFN) Tue Jan :55:09 CDTPERSONAL DATA -PRIVACY ACT OF 1974To: MISSION SUPPORT SQ/MSMAMADDUX AFB GAATTN: LT J. DOEOFFICER TRAINING SCHOOL STUDENT WINGSUBJ: RATER INITIAL/FOLLOW-UP PERFORMANCE FEEDBACK NOTIFICATION1. 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 DUTYPERFORMANCE AS SOON AS POSSIBLE WITH THE RATEE AND COMPLETE THEAPPROPRIATE PERFORMANCE FEEDBACK WORKSHEET (PFW) AS PRESCRIBED IN AFIA NOTICE HAS BEEN SENT TO THE RATEE INFORMING HER TO CONTACTYOU AND REQUEST A SESSION IF THIS FEEDBACK SESSION HAS NOT BEENCOMPLETED.3 . PERFORMANCE FEEDBACK IS PRIVATE BETWEEN YOU AND THE RATEE. ITSPURPOSE IS TO IMPROVE DUTY PERFORMANCE. AFTER THE SESSION ISFINISHED, GIVE THE ORIGINAL, COMPLETED PFW TO THE RATEE. THE PFW WILLNOT 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 AREREQUIRED AND INFORMATION TO HELP YOU PREPARE FOR AND CONDUCT ANEFFECTIVE PERFORMANCE FEEDBACK SESSION ARE IN AFI , CHAP 2(FORMERLY AFR 39-62, CHAP 3, OR AFP 39-15) AND PAGE 2 OF THIS NOTICEIF YOU HAVE ANY QUESTIONS OR NEED FURTHER ASSISTANCE, PLEASE CONTACTTHE EVALUATIONS OR CAREER ENHANCEMENT SECTION AT YOUR MPF .5. THE FOLLOWING INFORMATION IS PROVIDED TO ASSIST YOU:DATE SUPERVISION BEGAN: JAN (current year)DATE OF LAST EPR: DEC (previous year)PROJECTED EPR DATE: DEC (current year)6. UPON COMPLETION OF INDORSEMENTS BY THE RATEE AND RATER, RETURNTHIS 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)Feedback Process Performance Feedback Notice (PFN)
9 Feedback ProcessRater receives notification from the Commander Support Staff (CSS)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
10 Feedback Process Rater returns copy of notification to CSS Signed by bothFiled in Ratee’s 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 rateeMay only be viewed by:Squadron Commander (for SNCO’s)Squadron Commander and rater’srater (TSgt/below)
12 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
13 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)
14 Rater Errors Stereotypes Overlook improvement on past performance Limited Observation and Poor RecallStereotypesOverlook improvementon past performanceJudged on most recentexperiences rather thanperformance duringthe entire period
15 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
16 Requirements for Performance Feedback Who Receives Feedback and When?Initial Feedback:Within 60 days of being assigned a raterSets “ground rules”Colonel and belowAll Enlisted
17 Requirements for Performance Feedback Midterm Feedback:Midway between the time supervision began and the projected performance reportAB through SMSgt2d Lt through Lt ColAirmanBasic
18 Requirements for Performance Feedback Follow-up Feedback:Occurs in conjunction with the close out of a performance reportAB through CMSgt2d Lt through ColAirmanBasic
19 Initial 60 days AB-CMSgt 2Lt-Col Feedback CycleInitial60 daysAB-CMSgt2Lt-ColMidtermmid-wayAB-SMSgt2Lt-LtColOPR/EPRprojected close-out dateFollow-upin conjunction with close-outAB-CMSgt2Lt-Col
20 Requirements for Performance Feedback Cont’ 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
21 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.
22 AF Form 931 AB thru TSgt Front Back Here is the AF Form 931 for AB thru TSgtFrontBack
28 AF Form 931--AB thru TSgt Section IV: Performance Factors Primary/Additional DutiesStandards, Conduct, Character, Military BearingFitnessTraining RequirementsTeamwork/FollowershipOther Comments
29 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
30 AF Form 724--Lt thru Col Section IV: Performance Factors Job KnowledgeLeadership SkillsProfessionals QualitiesOrganizational SkillsJudgment and DecisionsCommunicationsPhysical 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 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.
32 AF Forms 931, 932 and 724 Forms can be either handwritten or typed Supervisor 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.
33 Summary Definition / Objective Types of Feedback Feedback Process Rater ErrorsAvoiding Rater ErrorsRequirementsFeedback Forms
34 If you never tell your troops what’s expected you’ll frequently be disappointed with their performance Capt Tim Bazzle…and it’s your fault
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