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PERFORMANCE REPORTS UNCLASSIFIED Supt, Board Secretariat.

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1 PERFORMANCE REPORTS UNCLASSIFIED Supt, Board Secretariat

2 2 OVERVIEW OVERVIEW Enlisted Performance Report (EPR) RulesEnlisted Performance Report (EPR) Rules Officer Performance Report (OPR) RulesOfficer Performance Report (OPR) Rules Promotion Recommendation Form (PRF) RulesPromotion Recommendation Form (PRF) Rules AFI36-2406 eff 1 Jul 2000 Enlisted Performance Report (EPR) RulesEnlisted Performance Report (EPR) Rules Officer Performance Report (OPR) RulesOfficer Performance Report (OPR) Rules Promotion Recommendation Form (PRF) RulesPromotion Recommendation Form (PRF) Rules AFI36-2406 eff 1 Jul 2000

3 3 OES/EES REFERENCES AFI 36-2406, Officer and Enlisted Evaluation SystemsAFI 36-2406, Officer and Enlisted Evaluation Systems www.afpc.randolph.af.mil/evaluationswww.afpc.randolph.af.mil/evaluationswww.afpc.randolph.af.mil/evaluations www.afpc.randolph.af.mil/offpromwww.afpc.randolph.af.mil/offpromwww.afpc.randolph.af.mil/offprom www.afpc.randolph.af.mil/epromwww.afpc.randolph.af.mil/epromwww.afpc.randolph.af.mil/eprom AFPam 36-2404, Guide to the USAF OESAFPam 36-2404, Guide to the USAF OES AFI 36-2406, Officer and Enlisted Evaluation SystemsAFI 36-2406, Officer and Enlisted Evaluation Systems www.afpc.randolph.af.mil/evaluationswww.afpc.randolph.af.mil/evaluationswww.afpc.randolph.af.mil/evaluations www.afpc.randolph.af.mil/offpromwww.afpc.randolph.af.mil/offpromwww.afpc.randolph.af.mil/offprom www.afpc.randolph.af.mil/epromwww.afpc.randolph.af.mil/epromwww.afpc.randolph.af.mil/eprom AFPam 36-2404, Guide to the USAF OESAFPam 36-2404, Guide to the USAF OES

4 4 OPR / EPR RULES When AccomplishedWhen Accomplished Annually/InitialAnnually/Initial CRO (supv chgs as results of PCS/A, etc)CRO (supv chgs as results of PCS/A, etc) Directed ByDirected By NormsNorms 120 Days Supervision,120 Days Supervision, Within 1 yr of promotion board, orWithin 1 yr of promotion board, or None since last promotion boardNone since last promotion board On / Off Control RosterOn / Off Control Roster When AccomplishedWhen Accomplished Annually/InitialAnnually/Initial CRO (supv chgs as results of PCS/A, etc)CRO (supv chgs as results of PCS/A, etc) Directed ByDirected By NormsNorms 120 Days Supervision,120 Days Supervision, Within 1 yr of promotion board, orWithin 1 yr of promotion board, or None since last promotion boardNone since last promotion board On / Off Control RosterOn / Off Control Roster

5 5 OPR / EPR RULES Referral ReportsReferral Reports Must serve memberMust serve member Member has 10 calendar days to reply to next evaluator in chain of commandMember has 10 calendar days to reply to next evaluator in chain of command Members reply -- limited to 10 pagesMembers reply -- limited to 10 pages Must state I have carefully considered _____s comments to the referral memo of (date) and…Must state I have carefully considered _____s comments to the referral memo of (date) and… If next evaluator marks down more…must refer again to memberIf next evaluator marks down more…must refer again to member Referral ReportsReferral Reports Must serve memberMust serve member Member has 10 calendar days to reply to next evaluator in chain of commandMember has 10 calendar days to reply to next evaluator in chain of command Members reply -- limited to 10 pagesMembers reply -- limited to 10 pages Must state I have carefully considered _____s comments to the referral memo of (date) and…Must state I have carefully considered _____s comments to the referral memo of (date) and… If next evaluator marks down more…must refer again to memberIf next evaluator marks down more…must refer again to member

6 6 OPR / EPR TECHNIQUES (WEAKNESSES) Vague job descriptionVague job description GeneralitiesGeneralities Jargon, techno-babble, unknown acronyms(when in doubt, spell it out)Jargon, techno-babble, unknown acronyms(when in doubt, spell it out) Text reiterates job descriptionText reiterates job description Absence of quantification, results, impactAbsence of quantification, results, impact Lack of stratificationLack of stratification Vague job descriptionVague job description GeneralitiesGeneralities Jargon, techno-babble, unknown acronyms(when in doubt, spell it out)Jargon, techno-babble, unknown acronyms(when in doubt, spell it out) Text reiterates job descriptionText reiterates job description Absence of quantification, results, impactAbsence of quantification, results, impact Lack of stratificationLack of stratification

7 7 OPR / EPR TECHNIQUES (STRENGTHS) Hard-hitting, fact-filled statementsHard-hitting, fact-filled statements Clearly communicated scope of responsibilityClearly communicated scope of responsibility SpecificsSpecifics Examples of leadershipExamples of leadership Strong active statementsStrong active statements Hard-hitting, fact-filled statementsHard-hitting, fact-filled statements Clearly communicated scope of responsibilityClearly communicated scope of responsibility SpecificsSpecifics Examples of leadershipExamples of leadership Strong active statementsStrong active statements

8 8 OPR / EPR TECHNIQUES (STRENGTHS) Clear mission impactClear mission impact Quantify…show results, facts, value, savingsQuantify…show results, facts, value, savings Next job & resident PMENext job & resident PME Enlisted only: clear promotion recommendationEnlisted only: clear promotion recommendation Now……this board…..1999….First time eligibleNow……this board…..1999….First time eligible Bottom line: how did the person make a difference or have an impact???Bottom line: how did the person make a difference or have an impact??? Clear mission impactClear mission impact Quantify…show results, facts, value, savingsQuantify…show results, facts, value, savings Next job & resident PMENext job & resident PME Enlisted only: clear promotion recommendationEnlisted only: clear promotion recommendation Now……this board…..1999….First time eligibleNow……this board…..1999….First time eligible Bottom line: how did the person make a difference or have an impact???Bottom line: how did the person make a difference or have an impact???

9 9 OPR TECHNIQUES Factors to Consider--Job Title/Duty Description Job Titles / Duty Descriptions very importantJob Titles / Duty Descriptions very important Convey progression in career fieldConvey progression in career field Convey scope/level of responsibilityConvey scope/level of responsibility Show evidence of successful leadership testShow evidence of successful leadership test Job Titles / Duty Descriptions very importantJob Titles / Duty Descriptions very important Convey progression in career fieldConvey progression in career field Convey scope/level of responsibilityConvey scope/level of responsibility Show evidence of successful leadership testShow evidence of successful leadership test INSIGHT: absent distinctive achievement, job title/duty description can be effective impact discriminator

10 10 OPR TECHNIQUES (Writing Tips) Mechanics…bullets, emphasis on results / impactMechanics…bullets, emphasis on results / impact Put strongest on back--make it stand out!Put strongest on back--make it stand out! Negative perception with lots of white spaceNegative perception with lots of white space Assess and stratify…be judicious, consistentAssess and stratify…be judicious, consistent Support with appropriate push--be consistent!Support with appropriate push--be consistent! Review job title/descriptionsReview job title/descriptions Show progression, scope/level of responsibilityShow progression, scope/level of responsibility Mechanics…bullets, emphasis on results / impactMechanics…bullets, emphasis on results / impact Put strongest on back--make it stand out!Put strongest on back--make it stand out! Negative perception with lots of white spaceNegative perception with lots of white space Assess and stratify…be judicious, consistentAssess and stratify…be judicious, consistent Support with appropriate push--be consistent!Support with appropriate push--be consistent! Review job title/descriptionsReview job title/descriptions Show progression, scope/level of responsibilityShow progression, scope/level of responsibility INSIGHT: limited board time places premium on making the important points easy to see!

11 11 OPR TECHNIQUES Back of the Form Front sections--limited value as a discriminatorFront sections--limited value as a discriminator Back of form carries the most weightBack of form carries the most weight Opportunity to speak to the boardOpportunity to speak to the board Emphasis on stratification, pushesEmphasis on stratification, pushes Make the officer come aliveMake the officer come alive It is critical to differentiate--distinctions are becoming finerIt is critical to differentiate--distinctions are becoming finer Front sections--limited value as a discriminatorFront sections--limited value as a discriminator Back of form carries the most weightBack of form carries the most weight Opportunity to speak to the boardOpportunity to speak to the board Emphasis on stratification, pushesEmphasis on stratification, pushes Make the officer come aliveMake the officer come alive It is critical to differentiate--distinctions are becoming finerIt is critical to differentiate--distinctions are becoming finer Objective: Not to make every record promotable but to give you tools to ensure the right officers get promoted!

12 12 OPR TECHNIQUES Factors to Consider--Recommendations ConsistencyConsistency Review previous recommendationsReview previous recommendations Another form of stratification…CC vs OpsAnother form of stratification…CC vs Ops Deputy Gp/CC vs Group Commander!Deputy Gp/CC vs Group Commander! Now can recommend two jobs in sequenceNow can recommend two jobs in sequence Squadron Command next, SSS, then OSD!Squadron Command next, SSS, then OSD! Appropriate to members gradeAppropriate to members grade ConsistencyConsistency Review previous recommendationsReview previous recommendations Another form of stratification…CC vs OpsAnother form of stratification…CC vs Ops Deputy Gp/CC vs Group Commander!Deputy Gp/CC vs Group Commander! Now can recommend two jobs in sequenceNow can recommend two jobs in sequence Squadron Command next, SSS, then OSD!Squadron Command next, SSS, then OSD! Appropriate to members gradeAppropriate to members grade

13 13 THE PRF/ROP RELATIONSHIP THE PRF/ROP RELATIONSHIP PRF a temporary part of Record of Performance…captures career highlightsPRF a temporary part of Record of Performance…captures career highlights Adds SRs personal knowledge / assessmentAdds SRs personal knowledge / assessment Will not generally stand on its ownWill not generally stand on its own ROP is complete record of impact, stratification, and support from day 1!ROP is complete record of impact, stratification, and support from day 1! Will normally stand on its ownWill normally stand on its own PRF a temporary part of Record of Performance…captures career highlightsPRF a temporary part of Record of Performance…captures career highlights Adds SRs personal knowledge / assessmentAdds SRs personal knowledge / assessment Will not generally stand on its ownWill not generally stand on its own ROP is complete record of impact, stratification, and support from day 1!ROP is complete record of impact, stratification, and support from day 1! Will normally stand on its ownWill normally stand on its own INSIGHT: should be some ROP/PRF congruency

14 14 PRF WRITING TIPS Mechanics Same as OPR…bullets, emphasize results/impactSame as OPR…bullets, emphasize results/impact One line, hard-hitting bullets are best One line, hard-hitting bullets are best Balance…2-3 bullets should be in current jobBalance…2-3 bullets should be in current job Chronological PRFs easiest to followChronological PRFs easiest to follow Ensure PRF word picture is accurateEnsure PRF word picture is accurate Same as OPR…bullets, emphasize results/impactSame as OPR…bullets, emphasize results/impact One line, hard-hitting bullets are best One line, hard-hitting bullets are best Balance…2-3 bullets should be in current jobBalance…2-3 bullets should be in current job Chronological PRFs easiest to followChronological PRFs easiest to follow Ensure PRF word picture is accurateEnsure PRF word picture is accurate The PRF: your 30-second briefing to the board on your officers promotion potential!

15 15 Assess and stratify…be judicious, consistentAssess and stratify…be judicious, consistent Support with appropriate job and PME pushesSupport with appropriate job and PME pushes Conversational DP--for records with notable weakness, explain why promotion is still a mustConversational DP--for records with notable weakness, explain why promotion is still a must Work Ps harder than the DPsWork Ps harder than the DPs Stratify Promotes clearlyStratify Promotes clearly Word changes after MLR OK--even necessary!Word changes after MLR OK--even necessary! Assess and stratify…be judicious, consistentAssess and stratify…be judicious, consistent Support with appropriate job and PME pushesSupport with appropriate job and PME pushes Conversational DP--for records with notable weakness, explain why promotion is still a mustConversational DP--for records with notable weakness, explain why promotion is still a must Work Ps harder than the DPsWork Ps harder than the DPs Stratify Promotes clearlyStratify Promotes clearly Word changes after MLR OK--even necessary!Word changes after MLR OK--even necessary! PRF WRITING TIPS Mechanics

16 16 DP PRFs Factors to Consider DP is a clear discriminator to boardDP is a clear discriminator to board Integrity of DP is paramountIntegrity of DP is paramount ROP should justify award of DP or...ROP should justify award of DP or... Address obvious detractors in narrativeAddress obvious detractors in narrative Award Small Group Size DPs judiciously…boards recognize these as non-competitiveAward Small Group Size DPs judiciously…boards recognize these as non-competitive DP is a clear discriminator to boardDP is a clear discriminator to board Integrity of DP is paramountIntegrity of DP is paramount ROP should justify award of DP or...ROP should justify award of DP or... Address obvious detractors in narrativeAddress obvious detractors in narrative Award Small Group Size DPs judiciously…boards recognize these as non-competitiveAward Small Group Size DPs judiciously…boards recognize these as non-competitive INSIGHT: DP is NOT Automatic Promotion!

17 17 WHAT THE BOARD SEES Professional Development PME / AAD can significantly impact board decisionsPME / AAD can significantly impact board decisions SECAF MOI tries to keep AAD in perspectiveSECAF MOI tries to keep AAD in perspective But so many quality records have it….But so many quality records have it…. Remarkable when missingRemarkable when missing OPTEMPO argument lacks weightOPTEMPO argument lacks weight Majority in high OPTEMPO environment have completed AADMajority in high OPTEMPO environment have completed AAD PME / AAD can significantly impact board decisionsPME / AAD can significantly impact board decisions SECAF MOI tries to keep AAD in perspectiveSECAF MOI tries to keep AAD in perspective But so many quality records have it….But so many quality records have it…. Remarkable when missingRemarkable when missing OPTEMPO argument lacks weightOPTEMPO argument lacks weight Majority in high OPTEMPO environment have completed AADMajority in high OPTEMPO environment have completed AAD INSIGHT: lack of PME/AAD can negate a DP

18 18 WHAT THE BOARD SEES Obvious detractors: No PME/AAD, weak OPRs, DOSObvious detractors: No PME/AAD, weak OPRs, DOS Strong, clear trends of rater stratification / supportStrong, clear trends of rater stratification / support Most recent trend of stratificationMost recent trend of stratification Trend of job / school recommendationsTrend of job / school recommendations SR ownership / enthusiasm for rateeSR ownership / enthusiasm for ratee Duty titles / job descriptions that convey progression, scope of responsibilityDuty titles / job descriptions that convey progression, scope of responsibility Often differentiate impactOften differentiate impact Obvious detractors: No PME/AAD, weak OPRs, DOSObvious detractors: No PME/AAD, weak OPRs, DOS Strong, clear trends of rater stratification / supportStrong, clear trends of rater stratification / support Most recent trend of stratificationMost recent trend of stratification Trend of job / school recommendationsTrend of job / school recommendations SR ownership / enthusiasm for rateeSR ownership / enthusiasm for ratee Duty titles / job descriptions that convey progression, scope of responsibilityDuty titles / job descriptions that convey progression, scope of responsibility Often differentiate impactOften differentiate impact

19 19 WHAT THE BOARD SEES Board Insights DPs should only go to DP quality recordsDPs should only go to DP quality records Indicate awareness of unique situationsIndicate awareness of unique situations DNP PRFs: Explain exactly Why NotDNP PRFs: Explain exactly Why Not Stratify rankings…but do so consciouslyStratify rankings…but do so consciously Highlight significant achievements…previous BPZHighlight significant achievements…previous BPZ Chronological PRFs are easiest to followChronological PRFs are easiest to follow Officers can prevent many record errorsOfficers can prevent many record errors Letters to the board--be concise, appropriate toneLetters to the board--be concise, appropriate tone DPs should only go to DP quality recordsDPs should only go to DP quality records Indicate awareness of unique situationsIndicate awareness of unique situations DNP PRFs: Explain exactly Why NotDNP PRFs: Explain exactly Why Not Stratify rankings…but do so consciouslyStratify rankings…but do so consciously Highlight significant achievements…previous BPZHighlight significant achievements…previous BPZ Chronological PRFs are easiest to followChronological PRFs are easiest to follow Officers can prevent many record errorsOfficers can prevent many record errors Letters to the board--be concise, appropriate toneLetters to the board--be concise, appropriate tone

20 20 WHAT THE BOARD SEES Board Insights Senior Raters Credibility is on the Line Dont stretch the truthDont stretch the truth Ensure PRF word picture is accurateEnsure PRF word picture is accurate Be careful about having multiple #1sBe careful about having multiple #1s Enthusiasm of PRF should match recent OPRs (especially if SR signs both)Enthusiasm of PRF should match recent OPRs (especially if SR signs both) Few can say best in AFFew can say best in AF Senior Raters Credibility is on the Line Dont stretch the truthDont stretch the truth Ensure PRF word picture is accurateEnsure PRF word picture is accurate Be careful about having multiple #1sBe careful about having multiple #1s Enthusiasm of PRF should match recent OPRs (especially if SR signs both)Enthusiasm of PRF should match recent OPRs (especially if SR signs both) Few can say best in AFFew can say best in AF

21 21 Positive Indicators Consistent Firewall 5s; solid senior rater promote statementsConsistent Firewall 5s; solid senior rater promote statements Reporting chain quantification or stratification Reporting chain quantification or stratification My #1,2, or 3 of XXX were most impressive My #1,2, or 3 of XXX were most impressive Numbers beyond #3 were not as significant...unless at a large unit Numbers beyond #3 were not as significant...unless at a large unit Top 1% bullets firmly said Chief potential Top 1% bullets firmly said Chief potential Top 5% - 10% for those serving in grades limited to top 2% and competing for top 1% of enlisted force sent mixed signalTop 5% - 10% for those serving in grades limited to top 2% and competing for top 1% of enlisted force sent mixed signal One of my best viewed as not very strong...nor very weakOne of my best viewed as not very strong...nor very weak It told me to look deeper It told me to look deeper Bullets that emphasized impact to the largest of groups made the largest promotion board impact Bullets that emphasized impact to the largest of groups made the largest promotion board impact Consistent Firewall 5s; solid senior rater promote statementsConsistent Firewall 5s; solid senior rater promote statements Reporting chain quantification or stratification Reporting chain quantification or stratification My #1,2, or 3 of XXX were most impressive My #1,2, or 3 of XXX were most impressive Numbers beyond #3 were not as significant...unless at a large unit Numbers beyond #3 were not as significant...unless at a large unit Top 1% bullets firmly said Chief potential Top 1% bullets firmly said Chief potential Top 5% - 10% for those serving in grades limited to top 2% and competing for top 1% of enlisted force sent mixed signalTop 5% - 10% for those serving in grades limited to top 2% and competing for top 1% of enlisted force sent mixed signal One of my best viewed as not very strong...nor very weakOne of my best viewed as not very strong...nor very weak It told me to look deeper It told me to look deeper Bullets that emphasized impact to the largest of groups made the largest promotion board impact Bullets that emphasized impact to the largest of groups made the largest promotion board impact

22 22 Positive Indicators EPRs closest to top weighted greatest…SMSgt EPRs, so onEPRs closest to top weighted greatest…SMSgt EPRs, so on SSgt/TSgt EPRs showed record of sustained excellence (or not)SSgt/TSgt EPRs showed record of sustained excellence (or not) Comments with large group and scope of responsibilityComments with large group and scope of responsibility The bigger or more diverse the better with measurable achievementsThe bigger or more diverse the better with measurable achievements Leading teams outside normal chain of commandLeading teams outside normal chain of command Tiger teams, etc….involvement outside normal area of AFSC expertiseTiger teams, etc….involvement outside normal area of AFSC expertise Outstanding inspection ratings/team comments praising programs and team leadership sent a very strong messageOutstanding inspection ratings/team comments praising programs and team leadership sent a very strong message Supervision over diverse personnel populationSupervision over diverse personnel population AMN/NCOs/SNCOs/civilians/volunteers/contractorsAMN/NCOs/SNCOs/civilians/volunteers/contractors EPRs closest to top weighted greatest…SMSgt EPRs, so onEPRs closest to top weighted greatest…SMSgt EPRs, so on SSgt/TSgt EPRs showed record of sustained excellence (or not)SSgt/TSgt EPRs showed record of sustained excellence (or not) Comments with large group and scope of responsibilityComments with large group and scope of responsibility The bigger or more diverse the better with measurable achievementsThe bigger or more diverse the better with measurable achievements Leading teams outside normal chain of commandLeading teams outside normal chain of command Tiger teams, etc….involvement outside normal area of AFSC expertiseTiger teams, etc….involvement outside normal area of AFSC expertise Outstanding inspection ratings/team comments praising programs and team leadership sent a very strong messageOutstanding inspection ratings/team comments praising programs and team leadership sent a very strong message Supervision over diverse personnel populationSupervision over diverse personnel population AMN/NCOs/SNCOs/civilians/volunteers/contractorsAMN/NCOs/SNCOs/civilians/volunteers/contractors

23 23 Positive Indicators Decorations of MSM at regular PCS or extended tours; expectedDecorations of MSM at regular PCS or extended tours; expected Excellence at PME, especially if repeat winner (SNCOA/NCOA)Excellence at PME, especially if repeat winner (SNCOA/NCOA) Education; most had CCAF/AA degreeEducation; most had CCAF/AA degree Higher degree OK, but only strengthened an already strong recordHigher degree OK, but only strengthened an already strong record Community leadership….not just participation or involvementCommunity leadership….not just participation or involvement Top 3 organization officers, AFSA/NCOA elected officers, booster or morale club officials, community leadership positions Top 3 organization officers, AFSA/NCOA elected officers, booster or morale club officials, community leadership positions History of leadership positions throughout a career was a big plusHistory of leadership positions throughout a career was a big plus Awards served as discriminators between outstanding peopleAwards served as discriminators between outstanding people Pointed to or quantified the best of the bestPointed to or quantified the best of the best SSgt/TSgt awards says person dedicated to excellence early in careerSSgt/TSgt awards says person dedicated to excellence early in career Annual career field awards at MAJCOM/AF viewed very favorablyAnnual career field awards at MAJCOM/AF viewed very favorably Decorations of MSM at regular PCS or extended tours; expectedDecorations of MSM at regular PCS or extended tours; expected Excellence at PME, especially if repeat winner (SNCOA/NCOA)Excellence at PME, especially if repeat winner (SNCOA/NCOA) Education; most had CCAF/AA degreeEducation; most had CCAF/AA degree Higher degree OK, but only strengthened an already strong recordHigher degree OK, but only strengthened an already strong record Community leadership….not just participation or involvementCommunity leadership….not just participation or involvement Top 3 organization officers, AFSA/NCOA elected officers, booster or morale club officials, community leadership positions Top 3 organization officers, AFSA/NCOA elected officers, booster or morale club officials, community leadership positions History of leadership positions throughout a career was a big plusHistory of leadership positions throughout a career was a big plus Awards served as discriminators between outstanding peopleAwards served as discriminators between outstanding people Pointed to or quantified the best of the bestPointed to or quantified the best of the best SSgt/TSgt awards says person dedicated to excellence early in careerSSgt/TSgt awards says person dedicated to excellence early in career Annual career field awards at MAJCOM/AF viewed very favorablyAnnual career field awards at MAJCOM/AF viewed very favorably

24 24 Positive Indicators Consistent job and career progression across a wing…. across MAJCOMs...and across the Air Force (other bases)Consistent job and career progression across a wing…. across MAJCOMs...and across the Air Force (other bases) Serving in jobs normally filled by ChiefsServing in jobs normally filled by Chiefs Special duty assignments or jobs also served as delineatorsSpecial duty assignments or jobs also served as delineators As long as time spent in these duties was not excessiveAs long as time spent in these duties was not excessive Different jobs helped expand abilities and contributions to the Air ForceDifferent jobs helped expand abilities and contributions to the Air Force First sergeant, recruiters, MTIs, MTAs, PME instructors/commandantsFirst sergeant, recruiters, MTIs, MTAs, PME instructors/commandants Consistent job and career progression across a wing…. across MAJCOMs...and across the Air Force (other bases)Consistent job and career progression across a wing…. across MAJCOMs...and across the Air Force (other bases) Serving in jobs normally filled by ChiefsServing in jobs normally filled by Chiefs Special duty assignments or jobs also served as delineatorsSpecial duty assignments or jobs also served as delineators As long as time spent in these duties was not excessiveAs long as time spent in these duties was not excessive Different jobs helped expand abilities and contributions to the Air ForceDifferent jobs helped expand abilities and contributions to the Air Force First sergeant, recruiters, MTIs, MTAs, PME instructors/commandantsFirst sergeant, recruiters, MTIs, MTAs, PME instructors/commandants

25 25 Not So Positive Indicators Obvious 4 or lower EPR or 5 EPR with front side mark downsObvious 4 or lower EPR or 5 EPR with front side mark downs EPRs without Senior Rater IndorsementEPRs without Senior Rater Indorsement Board being told dont promote…and none wereBoard being told dont promote…and none were Further back from top the not so good EPR...better the scoreFurther back from top the not so good EPR...better the score If EPRs closer to top showed an appropriate turnaroundIf EPRs closer to top showed an appropriate turnaround Senior raters (SRs) with multiple #1s Senior raters (SRs) with multiple #1s We could understand perhaps two #1s over a year with different report close-out dates….but actually saw some SRs with half a dozen #1sWe could understand perhaps two #1s over a year with different report close-out dates….but actually saw some SRs with half a dozen #1s Those with many years at same baseThose with many years at same base Did not show much desire to broaden career perspectiveDid not show much desire to broaden career perspective Too much time at jobs with little or no supervision/leadershipToo much time at jobs with little or no supervision/leadership Those that choose to remain in one-deep slots beyond normal toursThose that choose to remain in one-deep slots beyond normal tours Obvious 4 or lower EPR or 5 EPR with front side mark downsObvious 4 or lower EPR or 5 EPR with front side mark downs EPRs without Senior Rater IndorsementEPRs without Senior Rater Indorsement Board being told dont promote…and none wereBoard being told dont promote…and none were Further back from top the not so good EPR...better the scoreFurther back from top the not so good EPR...better the score If EPRs closer to top showed an appropriate turnaroundIf EPRs closer to top showed an appropriate turnaround Senior raters (SRs) with multiple #1s Senior raters (SRs) with multiple #1s We could understand perhaps two #1s over a year with different report close-out dates….but actually saw some SRs with half a dozen #1sWe could understand perhaps two #1s over a year with different report close-out dates….but actually saw some SRs with half a dozen #1s Those with many years at same baseThose with many years at same base Did not show much desire to broaden career perspectiveDid not show much desire to broaden career perspective Too much time at jobs with little or no supervision/leadershipToo much time at jobs with little or no supervision/leadership Those that choose to remain in one-deep slots beyond normal toursThose that choose to remain in one-deep slots beyond normal tours

26 26 Not So Positive Indicators No decoration after tour or lower than normal decorationNo decoration after tour or lower than normal decoration Levels of decorations beyond (or below) norm throughout careerLevels of decorations beyond (or below) norm throughout career EPRs with lackluster duty achievements or accomplishmentsEPRs with lackluster duty achievements or accomplishments No CCAF Degree; indicated lack of self-improvement desireNo CCAF Degree; indicated lack of self-improvement desire Innovatively worded job titles, job descriptions, decoration citationsInnovatively worded job titles, job descriptions, decoration citations Flowery titles meant little...its whats done on the job that really countsFlowery titles meant little...its whats done on the job that really counts AFSC or profession specific terms caused some difficultyAFSC or profession specific terms caused some difficulty There can not be someone from every AFSC on every panelThere can not be someone from every AFSC on every panel No decoration after tour or lower than normal decorationNo decoration after tour or lower than normal decoration Levels of decorations beyond (or below) norm throughout careerLevels of decorations beyond (or below) norm throughout career EPRs with lackluster duty achievements or accomplishmentsEPRs with lackluster duty achievements or accomplishments No CCAF Degree; indicated lack of self-improvement desireNo CCAF Degree; indicated lack of self-improvement desire Innovatively worded job titles, job descriptions, decoration citationsInnovatively worded job titles, job descriptions, decoration citations Flowery titles meant little...its whats done on the job that really countsFlowery titles meant little...its whats done on the job that really counts AFSC or profession specific terms caused some difficultyAFSC or profession specific terms caused some difficulty There can not be someone from every AFSC on every panelThere can not be someone from every AFSC on every panel

27 27 Other Personal Tidbit I very much disliked witty writing styles I very much disliked witty writing styles My top draft choice…or my quarterback My top draft choice…or my quarterback Gets touchdown, home-run every time...MVP Gets touchdown, home-run every time...MVP My pinch-hitter in the clutch My pinch-hitter in the clutch Comments like these did not set the professional tone I would expect in the official records of individuals competing for the top enlisted grade of our nationComments like these did not set the professional tone I would expect in the official records of individuals competing for the top enlisted grade of our nation I very much disliked witty writing styles I very much disliked witty writing styles My top draft choice…or my quarterback My top draft choice…or my quarterback Gets touchdown, home-run every time...MVP Gets touchdown, home-run every time...MVP My pinch-hitter in the clutch My pinch-hitter in the clutch Comments like these did not set the professional tone I would expect in the official records of individuals competing for the top enlisted grade of our nationComments like these did not set the professional tone I would expect in the official records of individuals competing for the top enlisted grade of our nation

28 28 EPR EXAMPLES (W) - Aggressively ensure applications are submitted within Air Force guidelines and time (S) - Aggressive management of maintenance inspection resulted in 99% up-time rates -- USAFE ORI outstanding in equipment reliability -- USAFE ORI outstanding in equipment reliability (W) - Aggressively ensure applications are submitted within Air Force guidelines and time (S) - Aggressive management of maintenance inspection resulted in 99% up-time rates -- USAFE ORI outstanding in equipment reliability -- USAFE ORI outstanding in equipment reliability

29 29 EPR EXAMPLES (W) - Led subordinates to improve leave processing by establishing a system whereby leaves can be processed via telephone (S) - Turned around broken leave processing system…paperwork simplified, automation maximized…accountability rates now over 90% (W) - Led subordinates to improve leave processing by establishing a system whereby leaves can be processed via telephone (S) - Turned around broken leave processing system…paperwork simplified, automation maximized…accountability rates now over 90%

30 30 OPR EXAMPLES (W) - Great job handling several unit change-of- command ceremonies…attention to detail evident (S) - Protocol ace--orchestrated four squadron change-of-command ceremonies…all picture perfect, wing/cc said best seen (W) - Great job handling several unit change-of- command ceremonies…attention to detail evident (S) - Protocol ace--orchestrated four squadron change-of-command ceremonies…all picture perfect, wing/cc said best seen

31 31 OPR EXAMPLES (W) - Great job planning largest deployment exercise to date. Passenger flow, beddown and training maximized (S) - Crucial planner in 600 person deployment exercise--wings largest to date. Pax flow, beddown flawless, training effectiveness up 15% (W) - Great job planning largest deployment exercise to date. Passenger flow, beddown and training maximized (S) - Crucial planner in 600 person deployment exercise--wings largest to date. Pax flow, beddown flawless, training effectiveness up 15%

32 32 OPR EXAMPLES Last Lines (W) - Among my best, professional and dedicated…ready for MAJCOM staff and resident PME (S) - Top 2% of all officers Ive known-- extraordinary leader--no job too tough…joint duty now then ACSC (S) - #1 major in this wing--mature, visionary, natural leader. ACSC now then tough joint job! (W) - Among my best, professional and dedicated…ready for MAJCOM staff and resident PME (S) - Top 2% of all officers Ive known-- extraordinary leader--no job too tough…joint duty now then ACSC (S) - #1 major in this wing--mature, visionary, natural leader. ACSC now then tough joint job!

33 33 PRF EXAMPLES Opening Lines (S) - Pure Platinum! Mikes proven he can star in any job / master any challenge--most dedicated Ive ever seen(S) - Pure Platinum! Mikes proven he can star in any job / master any challenge--most dedicated Ive ever seen -- Shines in competition--ROTC DG; SOS DG and Outstanding Contributor; top-third graduate at ACSC (S) - Jane is my top major, my #1 support SQ/CC; a franchise player even better than her awesome record(S) - Jane is my top major, my #1 support SQ/CC; a franchise player even better than her awesome record -- DG top 2% ACSC, DG Adv Comm Officer Trng; 94 PACAF CGOY, Honors/4.0 GPA AFIT MA (W) - Joe has risen to the top in every assignment…praise abounds for this outstanding officer and chaplain(W) - Joe has risen to the top in every assignment…praise abounds for this outstanding officer and chaplain (S) - Pure Platinum! Mikes proven he can star in any job / master any challenge--most dedicated Ive ever seen(S) - Pure Platinum! Mikes proven he can star in any job / master any challenge--most dedicated Ive ever seen -- Shines in competition--ROTC DG; SOS DG and Outstanding Contributor; top-third graduate at ACSC (S) - Jane is my top major, my #1 support SQ/CC; a franchise player even better than her awesome record(S) - Jane is my top major, my #1 support SQ/CC; a franchise player even better than her awesome record -- DG top 2% ACSC, DG Adv Comm Officer Trng; 94 PACAF CGOY, Honors/4.0 GPA AFIT MA (W) - Joe has risen to the top in every assignment…praise abounds for this outstanding officer and chaplain(W) - Joe has risen to the top in every assignment…praise abounds for this outstanding officer and chaplain

34 34 PRF EXAMPLES Last Lines (S) - None better, period. Destined for top command and technical duties--Definitely Promote, pick for NWC!(S) - None better, period. Destined for top command and technical duties--Definitely Promote, pick for NWC! (S) - My #1 choice for Lt Col, 150% ready-- definitely promote now! Must be a flying Sq/CC--then NWC(S) - My #1 choice for Lt Col, 150% ready-- definitely promote now! Must be a flying Sq/CC--then NWC (W) - Superb capable leadership coupled with precious breadth of experience--promote(W) - Superb capable leadership coupled with precious breadth of experience--promote (W) - Accelerated Protestant program and worship service; increased chapel attendance in time of downsizing(W) - Accelerated Protestant program and worship service; increased chapel attendance in time of downsizing (S) - None better, period. Destined for top command and technical duties--Definitely Promote, pick for NWC!(S) - None better, period. Destined for top command and technical duties--Definitely Promote, pick for NWC! (S) - My #1 choice for Lt Col, 150% ready-- definitely promote now! Must be a flying Sq/CC--then NWC(S) - My #1 choice for Lt Col, 150% ready-- definitely promote now! Must be a flying Sq/CC--then NWC (W) - Superb capable leadership coupled with precious breadth of experience--promote(W) - Superb capable leadership coupled with precious breadth of experience--promote (W) - Accelerated Protestant program and worship service; increased chapel attendance in time of downsizing(W) - Accelerated Protestant program and worship service; increased chapel attendance in time of downsizing

35 35 THOUGHTSTHOUGHTS You must teach Flt/CCs and SNCOs how to write EPRs / OPRs / PRFs effectivelyYou must teach Flt/CCs and SNCOs how to write EPRs / OPRs / PRFs effectively Focus on impact / resultsFocus on impact / results Efficiency, savings, time, moneyEfficiency, savings, time, money Final lines of EPRs / OPRs / PRFs crucialFinal lines of EPRs / OPRs / PRFs crucial Include all relevant recommendationsInclude all relevant recommendations You must teach Flt/CCs and SNCOs how to write EPRs / OPRs / PRFs effectivelyYou must teach Flt/CCs and SNCOs how to write EPRs / OPRs / PRFs effectively Focus on impact / resultsFocus on impact / results Efficiency, savings, time, moneyEfficiency, savings, time, money Final lines of EPRs / OPRs / PRFs crucialFinal lines of EPRs / OPRs / PRFs crucial Include all relevant recommendationsInclude all relevant recommendations

36 36 THOUGHTSTHOUGHTS Specify:Specify: Resident PME vs actual schoolResident PME vs actual school Special programs….AFIT/internSpecial programs….AFIT/intern Command…if appropriateCommand…if appropriate StratifyStratify ID relative standing if significantID relative standing if significant My #1...My best...Top 1%...Best seen…My #1...My best...Top 1%...Best seen… #1 of 24 IPZ elig, #2 of my 270 Majors…#1 of 24 IPZ elig, #2 of my 270 Majors… Specify:Specify: Resident PME vs actual schoolResident PME vs actual school Special programs….AFIT/internSpecial programs….AFIT/intern Command…if appropriateCommand…if appropriate StratifyStratify ID relative standing if significantID relative standing if significant My #1...My best...Top 1%...Best seen…My #1...My best...Top 1%...Best seen… #1 of 24 IPZ elig, #2 of my 270 Majors…#1 of 24 IPZ elig, #2 of my 270 Majors…

37 37 THOUGHTSTHOUGHTS Assess your officers…independent of boardsAssess your officers…independent of boards Know the top, 2nd, 3rd level rankingsKnow the top, 2nd, 3rd level rankings Review entire record when doing OPRs, PRFsReview entire record when doing OPRs, PRFs At least, know what you said last year!At least, know what you said last year! Know Professional Development requirementsKnow Professional Development requirements Assess your officers…independent of boardsAssess your officers…independent of boards Know the top, 2nd, 3rd level rankingsKnow the top, 2nd, 3rd level rankings Review entire record when doing OPRs, PRFsReview entire record when doing OPRs, PRFs At least, know what you said last year!At least, know what you said last year! Know Professional Development requirementsKnow Professional Development requirements Dont be among the hundreds of I didnt know / realize appeals we review every year!

38 38 TIME FOR A 10 MINUTE BREAK! (if required)

39 THE OFFICER EVALUATION SYSTEM (OES) FEEDBACKFEEDBACK PERFORMANCEPERFORMANCE PROMOTIONPROMOTION OUTLOOKOUTLOOK OPORTUNITY / SELECTIONOPORTUNITY / SELECTION MLR AND BOARD PROCESSMLR AND BOARD PROCESS FEEDBACKFEEDBACK PERFORMANCEPERFORMANCE PROMOTIONPROMOTION OUTLOOKOUTLOOK OPORTUNITY / SELECTIONOPORTUNITY / SELECTION MLR AND BOARD PROCESSMLR AND BOARD PROCESS Not everyone is your #1 Major How to tell the Selection Board and the officer

40 40 OFFICER PERFORMANCE FEEDBACK Private and Informal FeedbackPrivate and Informal Feedback AF Requirement and foundation of OESAF Requirement and foundation of OES Provides officer with hows it goingProvides officer with hows it going Form is NOT retained in recordsForm is NOT retained in records Only date of feedback is placed on OPROnly date of feedback is placed on OPR Provides performance expectations and resultsProvides performance expectations and results Private and Informal FeedbackPrivate and Informal Feedback AF Requirement and foundation of OESAF Requirement and foundation of OES Provides officer with hows it goingProvides officer with hows it going Form is NOT retained in recordsForm is NOT retained in records Only date of feedback is placed on OPROnly date of feedback is placed on OPR Provides performance expectations and resultsProvides performance expectations and results

41 41 OFFICER PERFORMANCE REPORT Tool to document performance / achievementTool to document performance / achievement Comments only from rater/additional raterComments only from rater/additional rater Review by Senior RaterReview by Senior Rater Permanent part--Record of Performance (ROP)Permanent part--Record of Performance (ROP) Some early confusion--resolved over timeSome early confusion--resolved over time Veiled promotion statementsVeiled promotion statements PME, next job recommendationsPME, next job recommendations Tool to document performance / achievementTool to document performance / achievement Comments only from rater/additional raterComments only from rater/additional rater Review by Senior RaterReview by Senior Rater Permanent part--Record of Performance (ROP)Permanent part--Record of Performance (ROP) Some early confusion--resolved over timeSome early confusion--resolved over time Veiled promotion statementsVeiled promotion statements PME, next job recommendationsPME, next job recommendations

42 42 PROMOTION RECOMMENDATION FORM New tool--highlights career achievementsNew tool--highlights career achievements Sr Rater opportunity to communicate to boardSr Rater opportunity to communicate to board Prepared only before promotion boardPrepared only before promotion board Not a permanent part of ROPNot a permanent part of ROP All important: DP, P, DNP recommendationsAll important: DP, P, DNP recommendations DP a powerful indicator, but not a sure betDP a powerful indicator, but not a sure bet P select rate controlled...ensure acceptabilityP select rate controlled...ensure acceptability New tool--highlights career achievementsNew tool--highlights career achievements Sr Rater opportunity to communicate to boardSr Rater opportunity to communicate to board Prepared only before promotion boardPrepared only before promotion board Not a permanent part of ROPNot a permanent part of ROP All important: DP, P, DNP recommendationsAll important: DP, P, DNP recommendations DP a powerful indicator, but not a sure betDP a powerful indicator, but not a sure bet P select rate controlled...ensure acceptabilityP select rate controlled...ensure acceptability

43 43 PROMOTION OUTLOOK The Reality of the Promotion Pyramid 100 2nd Lieutenants 97 1st Lieutenants 86 Captains 45 Majors 28 Lt Cols 10 Cols

44 44 PROMOTION OPPORTUNITY Definitely Promote IPZ/APZ Allocations PROMOTION TO: DEFINITELY PROMOTE PROMOTION TO: DEFINITELY PROMOTE ALLOCATIONS ALLOCATIONS 65% 65% 40% 45% 40% 45% 25% 25% PROMOTION TO: DEFINITELY PROMOTE PROMOTION TO: DEFINITELY PROMOTE ALLOCATIONS ALLOCATIONS 65% 65% 40% 45% 40% 45% 25% 25%

45 45 PROMOTION TIMELINES Officer vs Enlisted 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 2LT 1LT CAPT MAJ LT COL COL 2yrs 4yrs 11.33yrs 16.25yrs 21.5yrs AB Amn A1C SrA SSgt TSgt MSgt SMSgt CMSgt 5yrs 1.25yrs 3yrs 6.8 yrs 14.1yrs 16.5yrs 19.8yrs 21.9yrs

46 46 PROMOTION OPPORTUNITY Promote PROMOTION TO: IPZ LIKELIHOOD PROMOTION TO: IPZ LIKELIHOOD OF PROMOTION OF PROMOTION 40% 40% 35% 35% 25% 25% PROMOTION TO: IPZ LIKELIHOOD PROMOTION TO: IPZ LIKELIHOOD OF PROMOTION OF PROMOTION 40% 40% 35% 35% 25% 25%

47 47 MLR VS CENTRAL BOARD MLR REVIEW ALL I/APZ PRFs FOR QUALITY REVIEW; AWARD AGGREGATE AND CARRY OVER DPsREVIEW ALL I/APZ PRFs FOR QUALITY REVIEW; AWARD AGGREGATE AND CARRY OVER DPs USAFE SENIOR RATERS; NON-LINE INCLUDES A CORPS REPUSAFE SENIOR RATERS; NON-LINE INCLUDES A CORPS REP CURRENT PRF; ALL OPRs/TRs; DUTY HISTORY BRIEF (AAD NOT MASKED)CURRENT PRF; ALL OPRs/TRs; DUTY HISTORY BRIEF (AAD NOT MASKED)MLR REVIEW ALL I/APZ PRFs FOR QUALITY REVIEW; AWARD AGGREGATE AND CARRY OVER DPsREVIEW ALL I/APZ PRFs FOR QUALITY REVIEW; AWARD AGGREGATE AND CARRY OVER DPs USAFE SENIOR RATERS; NON-LINE INCLUDES A CORPS REPUSAFE SENIOR RATERS; NON-LINE INCLUDES A CORPS REP CURRENT PRF; ALL OPRs/TRs; DUTY HISTORY BRIEF (AAD NOT MASKED)CURRENT PRF; ALL OPRs/TRs; DUTY HISTORY BRIEF (AAD NOT MASKED) CENTRAL BOARD SELECT OFFICERS FOR PROMOTIONSELECT OFFICERS FOR PROMOTION BROAD SPECTRUM OF LINE OFFICERS, MIRRORS ELIGIBLES; NON-LINE INCLUDES A CORPS REPBROAD SPECTRUM OF LINE OFFICERS, MIRRORS ELIGIBLES; NON-LINE INCLUDES A CORPS REP CURRENT PRF; ALL OPRs/TRs; DEC CITATIONS; ART 15/COURTS MARTIAL; LETTERS TO BOARD; DUTY HISTORY BRIEF (AAD MASKED FOR MAJ)CURRENT PRF; ALL OPRs/TRs; DEC CITATIONS; ART 15/COURTS MARTIAL; LETTERS TO BOARD; DUTY HISTORY BRIEF (AAD MASKED FOR MAJ) FUNCTION:COMPOSITION: WHAT THEY SEE: FUNCTION:COMPOSITION:

48 48 MLR VS CENTRAL BOARD MLR DISCUSS PRFs AND RECORDS OPENLYDISCUSS PRFs AND RECORDS OPENLY CAN DISCUSS OFFICER IF PERSONAL KNOWLEDGECAN DISCUSS OFFICER IF PERSONAL KNOWLEDGE CAN MAKE PHONE CALLS TO GATHER INFOCAN MAKE PHONE CALLS TO GATHER INFO CAN MARK/PLACE STICKERS IN RECORDCAN MARK/PLACE STICKERS IN RECORD CAN REMOVE RECORD FROM TABLE FOR CHANGECAN REMOVE RECORD FROM TABLE FOR CHANGEMLR DISCUSS PRFs AND RECORDS OPENLYDISCUSS PRFs AND RECORDS OPENLY CAN DISCUSS OFFICER IF PERSONAL KNOWLEDGECAN DISCUSS OFFICER IF PERSONAL KNOWLEDGE CAN MAKE PHONE CALLS TO GATHER INFOCAN MAKE PHONE CALLS TO GATHER INFO CAN MARK/PLACE STICKERS IN RECORDCAN MARK/PLACE STICKERS IN RECORD CAN REMOVE RECORD FROM TABLE FOR CHANGECAN REMOVE RECORD FROM TABLE FOR CHANGE CENTRAL BOARD NO DISCUSSION, UNLESS RESOLVING SPLITS OR TIESNO DISCUSSION, UNLESS RESOLVING SPLITS OR TIES NO PHONE CALLSNO PHONE CALLS CANNOT MARK/ PLACE STICKER ON RECORDCANNOT MARK/ PLACE STICKER ON RECORD RECORDS CANNOT LEAVE THE TABLERECORDS CANNOT LEAVE THE TABLE NO PERSONAL KNOWLEDGE OF OFFICER PROVIDED TO MEMBERSNO PERSONAL KNOWLEDGE OF OFFICER PROVIDED TO MEMBERS ROES: ROES:

49 49 Promotion Board Anomalies - Every board has seemingly inexplicable results -- DP Non-Selects -- P Selects Below or Above the zone - Outcome is puzzling to many -- 600 officers/yr solicit Non-Select Counseling -- Senior Raters have questions, too Insights from Promotion Boards/Non-Select Counseling Can Provide Some Answers

50 50 On Closer Look - Obvious DP/ROP disconnects -- DP PRF on clearly inferior record -- DP PRF on average record lacking PME/AAD - Notable drops in stratification, support -- May be unintentional…rating chain not reviewing officers records! After that: DIFFERENTIATION becomes increasingly difficult!

51 51 Factors to Consider Achievement/Impact - Fact: few officers achievements truly stand out - Exceptions: -- Combat...significant contingency participation -- Functional or unit awards and recognition -- Distinguished graduate distinction -- Competitive selection for CC opportunity INSIGHT: most often, the best that can be said about impact: good, but not distinctive.

52 52 Factors to Consider Rater Ownership/Stratification - Stratification: Relative Rating of Officers - Levels of Stratification Emerging -- Top - My #1 of 12…Finest officer ever known -- 2d Level…top 10%er! -- 3d Level…one of my best -- Lowest level…Outstanding, Superior, etc INSIGHT: stratification, used full spectrum; very useful message to promotion boards

53 53 Factors to Consider Recommendations - PME/Job pushes reinforce stratification -- CC vs Ops Officer - Ownership/enthusiasm convey rater conviction -- My #1 pick for command! or... -- Ready for Command (Less push) -- Jims finest officer Ive seen in 25 yrs…#1 or -- Jims an effective officer (Least Push) INSIGHT: while ownership/enthusiasm enhance the report, PME and job pushes add differentiation!

54 54 HELPFUL HINTS Examples of Inappropriate PRF Comments "My #1 squadron commander...another Lt Col had received a "DP""My #1 squadron commander...another Lt Col had received a "DP" "My best Logistics Group Commander...senior rater only has one LG commander"My best Logistics Group Commander...senior rater only has one LG commander "Has the experience and ability to be a regional CINC"...veiled promotion recommendation to a grade higher than which he's being considered"Has the experience and ability to be a regional CINC"...veiled promotion recommendation to a grade higher than which he's being considered "Received a "DP" BPZ two consecutive years...cannot make reference to previous PRF ratings"Received a "DP" BPZ two consecutive years...cannot make reference to previous PRF ratings Top 1% of all my Majors -- senior rater gave out 2 DPs already….must have 300 Majors in wing to make this statement!Top 1% of all my Majors -- senior rater gave out 2 DPs already….must have 300 Majors in wing to make this statement! Member respectfully requests non-consideration for promotion...it is not the senior raters role to inform board of members desiresMember respectfully requests non-consideration for promotion...it is not the senior raters role to inform board of members desires Attended AFIT and ISS in residence…cannot mention attendance to/completion of ADD or PME, unless significant accomplishmentAttended AFIT and ISS in residence…cannot mention attendance to/completion of ADD or PME, unless significant accomplishment "My #1 squadron commander...another Lt Col had received a "DP""My #1 squadron commander...another Lt Col had received a "DP" "My best Logistics Group Commander...senior rater only has one LG commander"My best Logistics Group Commander...senior rater only has one LG commander "Has the experience and ability to be a regional CINC"...veiled promotion recommendation to a grade higher than which he's being considered"Has the experience and ability to be a regional CINC"...veiled promotion recommendation to a grade higher than which he's being considered "Received a "DP" BPZ two consecutive years...cannot make reference to previous PRF ratings"Received a "DP" BPZ two consecutive years...cannot make reference to previous PRF ratings Top 1% of all my Majors -- senior rater gave out 2 DPs already….must have 300 Majors in wing to make this statement!Top 1% of all my Majors -- senior rater gave out 2 DPs already….must have 300 Majors in wing to make this statement! Member respectfully requests non-consideration for promotion...it is not the senior raters role to inform board of members desiresMember respectfully requests non-consideration for promotion...it is not the senior raters role to inform board of members desires Attended AFIT and ISS in residence…cannot mention attendance to/completion of ADD or PME, unless significant accomplishmentAttended AFIT and ISS in residence…cannot mention attendance to/completion of ADD or PME, unless significant accomplishment

55 55 PROMOTION OPPORTUNITY RISING / BOARDS ACCELERATEDPROMOTION OPPORTUNITY RISING / BOARDS ACCELERATED MORE DEFERRED CAPTS CONTINUEDMORE DEFERRED CAPTS CONTINUED NO SEP PAY FOR OFFICERS TWICE NON-SELECTED BECAUSE THEY COMMUNICATED TO BOARDNO SEP PAY FOR OFFICERS TWICE NON-SELECTED BECAUSE THEY COMMUNICATED TO BOARD BG (S)/(SEL) FOR SIGNATURE BLOCK ON PRFs / OPRs / EPRsBG (S)/(SEL) FOR SIGNATURE BLOCK ON PRFs / OPRs / EPRs GRADE APPROPRIATE, MULTIPLE ASSIGNMENT RECOMMENDATIONS NOW ALLOWED ON OPRsGRADE APPROPRIATE, MULTIPLE ASSIGNMENT RECOMMENDATIONS NOW ALLOWED ON OPRs PROMOTION OPPORTUNITY RISING / BOARDS ACCELERATEDPROMOTION OPPORTUNITY RISING / BOARDS ACCELERATED MORE DEFERRED CAPTS CONTINUEDMORE DEFERRED CAPTS CONTINUED NO SEP PAY FOR OFFICERS TWICE NON-SELECTED BECAUSE THEY COMMUNICATED TO BOARDNO SEP PAY FOR OFFICERS TWICE NON-SELECTED BECAUSE THEY COMMUNICATED TO BOARD BG (S)/(SEL) FOR SIGNATURE BLOCK ON PRFs / OPRs / EPRsBG (S)/(SEL) FOR SIGNATURE BLOCK ON PRFs / OPRs / EPRs GRADE APPROPRIATE, MULTIPLE ASSIGNMENT RECOMMENDATIONS NOW ALLOWED ON OPRsGRADE APPROPRIATE, MULTIPLE ASSIGNMENT RECOMMENDATIONS NOW ALLOWED ON OPRs SUMMARY OF OES/EES CHANGES


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