Presentation on theme: "AFPCAFPC A Note from the AF MLR Staff 3 Dec 01 Greetings! This note is to anyone who plans to use this briefing. It was designed by the AF MLR staff in."— Presentation transcript:
AFPCAFPC A Note from the AF MLR Staff 3 Dec 01 Greetings! This note is to anyone who plans to use this briefing. It was designed by the AF MLR staff in concert with Officer Promotions, the Board Secretariat, and Officer Evaluations. We also thank HQ PACAF/DP for their great input to this brief! Please feel free to use this brief as needed. Note that we were EXTREMELY CAREFUL throughout the brief to qualify all examples as ONLY EXAMPLES. It is important to remind raters and others that all examples in this brief are designed to stimulate their creativity and help see what can work. This briefing will be regularly updated on the web at in the Evaluation/MLR page. Please make sure you have downloaded your copy from there to ensure you have the latest word on effective OPR and PRF writing. We welcome any input you might have in improving this product. Please your comments to Thanks!
AFPCAFPC Writing Effective OPRs and PRFs Capt Joel J. Elsbury Chief, AF Management Level Review HQ Air Force Personnel Center DSN
AFPCAFPC Overview What makes a record competitive? –Promotions environment –Whole person assessment (what board sees) –Link between OPRs and PRFs Mechanics of writing effective OPRs –Examples Board Member Feedback Survival Guide
AFPCAFPC Disclaimer A word of caution!! Todays GREAT EXAMPLE could be tomorrows worn out phrase No single phrase or bullet has ever gotten an officer promoted All examples are designed to stimulate your creative writing
AFPCAFPC Promotion Environment The simple fact is: promotion quota runs out before the quality of officers runs out Competition in todays promotion environment is very intense
AFPCAFPC What Boards See Performance Leadership Stratification Support POTENTIAL
AFPCAFPC What Boards See: Performance Performance as documented on PRF/OPR Fact: extraordinarily difficult to discern much difference –Exceptions: combat, significant contingencies –Functional/unit awards recognition; DG Bullets are important to extent they influence AND support stratification/recommendations!
AFPCAFPC What Boards See: Leadership Job titles/duty descriptions are very important –Convey progression in career field –Convey scope/level of responsibility –Show evidence of successful leadership test INSIGHT: absent distinctive achievement, job title/duty description can be impact discriminator
AFPCAFPC What Boards See: Stratification Stratification: Relative rating of officers levels of stratification emerging –Top: My #1 of 12…Finest officer Ive ever known... –2d Level: Top 10% (…in the wing) –3d Level: One of my best... –Lowest level: Outstanding, Superior, etc. INSIGHT: stratification, used full spectrum; very useful message to promotion boards
AFPCAFPC What Boards See: Support PME/Job Recommendations convey potential (on OPRs AND PRF ) –Reinforce stratification: CC vice Ops Officer Ownership/enthusiasm convey conviction –My #1 pick for command! vice Ready for Command –Less push/less conviction INSIGHT: while Ownership/Enthusiasm can enhance, PME and job pushes add differentiation!
AFPCAFPC What Boards See: Potential Remember, a promotion isnt a reward for past hard work, but a bet on future potential Examples: –Major BPZ to Lt Col, nothing but school –Officer whod shown amazing pilot ability What are officers doing now to show they are ready to take on more responsibility?
AFPCAFPC Link between OPRs and PRFs PRFs are Senior Raters direct communication to Central Board –PRFs are largely based on contents of OPRs (strong OPRs = strong PRF) –DP cannot overcome weak record –Message conveyed needs to show officers track record relative to Order of Merit INSIGHT: the PRF…SRs 30-second briefing to the board on your officers promotion potential!
AFPCAFPC Writing Effective OPRs/PRFs Need to consider: –CONTENT is paramount –Style sells the message Both contribute to the picture youre painting of the officer being evaluated INSIGHT: limited board time places premium on making the important points easy to see!
AFPCAFPC OPR/PRF Content Be especially careful of those in critical jobs, e.g., Sq/Flt commanders Repeat performances diminish in value –Review previous years report Leadership vs. supervision Technician vs. whole person Recommendations -- school, future assignments
AFPCAFPC OPR/PRF Content Everything is measurable in terms of: –Quality - best, most successful, top % –Quantity - scope of effort and effect –Time - hours saved, ahead of schedule –Cost - man-hours, $$, resources How does the officers performance compare to that of his/her peers? To that of previous incumbents in his/her position?
AFPCAFPC Writing Style Dont write in functional language Write the bottom line(s) first Structure must be easy to understand –what-how-impact Active voice--who did what to whom Dont fall victim to pride of authorship Avoid wide open spaces, watch punctuation Credibility
AFPCAFPC Writing Style Clearly say what was notable about an officers achievements –Outstanding member of a tiger team could be said about any member of any rank or level of expertise –Need to point out what the member did that was outstanding After each bullet, ask yourself, so what? –If seemingly anyone could have done it, then its not a notable achievement
AFPCAFPC Writing Style Need to clearly state recommendation for next Job –Challenge him with the toughest jobs –Make him a squadron commander –My #1 pick for squadron command
AFPCAFPC OPR Red Zone
AFPCAFPC 1 st lines –Opinions: Capt Jones nails jello to the wall –Stratification: My number 2 of 40 Last lines –Final thoughts –Job recommendations –PME push
AFPCAFPC Examples Good: –Inspired FSC to new heights of achievement-- oversaw doubling of families enrolled in Respite Care Program Better: –Built AFs largest Respite Care Program for families with severe medical problems, featured in AF Aid magazine as the AF model!
AFPCAFPC Examples Good: –Spearheaded outstanding customer service initiatives which were briefed to the 3-star (What was the 3-stars reaction?) Better: –We briefed her outstanding customer service initiatives to the 3-star--his reaction, Right On!
AFPCAFPC Examples Good: –Saw the need and developed computer program which saved 25 hours of manual effort and greatly increased unit efficiency Better: –Computer program he designed saved 25 hrs monthly, decreased errors to 1%--MAJCOM made it the cmd standard
AFPCAFPC Examples Good: –Integrated 211 KC-10/KC-135 air refueling events off-loading 11.8 million pounds of fuel to 567 receivers Better: –Integrated record number of refueling events missions, 11.8M lbs of fuel to 567 receivers--huge success!
AFPCAFPC PRFs capture entire career...not just current job DP wont overcome weak record Stratification most powerful tool Highlight individual awards (CGO/yr, PMOYA) PRF sets tone of whole recordEnthusiasm! Use my next DP, but be judicious Use of challenge and greater responsibility not impressive Help civilians/sister service with writing! Board Member Feedback
AFPCAFPC SQ/CC was spot on! GP/CC Next! I want XXX to command a sq in my wing! Equation is simple: problem + XXX = solution! Read carefully: 9 OPRs say shes #1! #1 promote! Ready for Lt Col now…Id stake my reputation on him! DP now and SSS! Broke the code on making things happen--… I depend on XXX so much, when he sneezes, I get a cold A Few Examples
AFPCAFPC OPR Writing Tips Mechanics…bullets, emphasis on results/impact –Put strongest on back--make it stand out! Assess and stratify…be judicious, consistent Support with appropriate job/PME push Review job title/descriptions –Progression, scope/level of responsibility
AFPCAFPC PRF Writing Tips Same as OPR, emphasis on results/ impact –One line, hard-hitting bullets are best –Balance…2-3 bullets should be in current job –Chronological PRFs easiest to follow Ensure PRF word picture is accurate Assess, stratify, support judiciously and consistently! INSIGHT: the PRF…SRs 30-second briefing to the board on your officers promotion potential!
AFPCAFPC Final Thoughts for Writers BE JUDICIOUS, HONEST! Assess your officers independent of board schedules –Know the top, 2nd, 3rd level rankings Review entire record when doing OPRs, PRFs –At least, know what you said last year! Know Professional Development needs INSIGHT: dont be among the hundreds of I didnt know/realize appeals we review every year!
AFPCAFPC Eligible Officer Survival Guide Its our program, but its your career! –Know the rules of engagement –Know your promotion zone –Review your OPB and AF records –Stay involved until its right –Give inputs to OPR/PRF –Dont wait until the promotion cycle to act –Know the milestones
AFPCAFPC Know Rules of Engagement Learn how MLRs and promotion boards work Web sites AFI Sr Rater Guide Know your career path Dont be caught by surprise
AFPCAFPC Know Your Promotion Zone DOR Chart on the Web OPBs PRFs Records reviews Less than 100 days from OPB to Central Board
AFPCAFPC Review OPB and Records OPB: Dont ignore this important document Dont remain confused Get help! AF Records (they arent at your base!) Two ways to review Request fax DSN Permissive TDY to AFPC
AFPCAFPC Stay Involved Until Its Right Dont assume pointing it out, means its fixed Follow-up Many resources MPF MAJCOM AFPC Think of it as a leadership exercise
AFPCAFPC Give Inputs to OPR/PRF Dont sell yourself short Nobody knows your hard work better than you Give final draft input PRF Review (dont blow it off)
AFPCAFPC Dont wait for Promotion Cycle Regular records reviews Every time you move At very least, keep UPRG ROP up-to-date Prevent avalanche Remember: less than 100 days (60 for MLRs)
AFPCAFPC Letters to the Board Can be VERY useful Can be VERY detrimental Be short and to the point Just the facts Know the ROEs Dont get emotional
AFPCAFPC Take Aways POTENTIAL Officers dont meet promotion boards Records do It doesnt matter how good an officer is if the records dont convey the message accurately and enthusiastically!