1. Enlisted Performance Reports
Air Education and Training Command
Enlisted Performance Reports
MSgt Chris Trainor
AETC/DPAAS
05 Sep 2002
I n t e g r i t y - S e r v i c e - E x c e l l e n c e

2. EVALUATING PERFORMANCE
Why?
Document performance...both good and bad
Differentiate among performers
Provide feedback to ratee (expectations, objectives)
How?
Ratings (1-5) are descriptions not precise measurements
Your description of the ratee’s duty performance
Endorsements
You!
Make it happen...when it’s supposed to happen
Make sure it’s done right
Discuss the Why, How and What role the supervisor plays in performance evaluation
-- Stress importance of documenting both good and bad performance and differentiating among performers
-- Rater and Endorser’s comments should paint a picture of the individual’s performance
-- Contact your Commander’s Support Staff on when reports are due for your personnel
-- Ensure feedback is conducted daily and performance is documented throughout the year

3. EPR’S IMPACT EPRs impact Personnel Decisions: Assignments Promotions
Retraining
Awards/Recognition 2 4 7
DOE, JOHN S0X1
Selection
Record
Proceed thoughtfully...!
Review the impact the performance reports play a major role in.
Write someone else’s report like you
would like yours written

4. GROUND RULES Don’t make Assumptions: Approach:
Know what the form looks like
Know the basic rules about what’s allowed/not allowed
Always refer to AFI
Approach:
Focus on writing techniques...not all rules are applicable …rules
are apt to change within commands
EPR Writing guide included in your binders. However, you may have to adjust to your chain of commands writing techniques.

5. EPRS Two purposes: Emphasis: Duty performance
Evaluate performance
Recommend for promotion, increased responsibility
Emphasis: Duty performance
Performance is more broadly defined (i.e., conduct on/off duty; training; PME; education)
Strategically place “hard-hitting” bullets
Elaborate on the duty performance, and using the whole-person concept. Use the blocks on the front of the form as a guide.

6. DUTY TITLE AND JOB DESCRIPTION
Job description is more important
Clearly describe ratee’s duties
Specific tasks they perform
Selectivity of ratee’s assignment
Scope and level of responsibility
Make sure to include:
Dollar value of projects ratee manages
Number of people they supervise
Significant additional duties
Job description is more important than the duty title. However, make sure the duty title aligns with the grade of the individual. I.E., NCOIC, Records Section and the individual is an Airman.

7. CHECKLIST Review performance or records thoroughly
Make a list of accomplishments
Select the most significant accomplishments
Organize them into a sequence for max impact
Write all bullets...use where they’ll count most
Don’t use several bullets when one will do
Open with a line that grabs attention
Close with a line that captures potential
Write bullets in Action – Result – Impact format
When you’re done...revise, revise, revise
Checklist is provided as a guide. May have other items that should be or could be added based on your unique situation in performance reporting.

8. ACCOUNTABILITY AND EVALUATIONS
Render fair, accurate, unbiased evaluations
Document both good and bad performance
Don’t ignore misconduct, poor performance
You’re not helping anyone or saving a career
You’re hurting our top performers and good citizens
Your boss can’t tell you how to rate your people
But...he/she can evaluate your standards and your judgment
Maintain documentation to substantiate strong views
Cover slide bullets.

9. ACOUNTABILITY AND EVALUATIONS (CON’T)
Know who you rate on
Know when ratee EPR is due
Review Personnel Information File (PIF)
Review Unit Personnel Record Group (UPRG) at the
Military Personnel Flight (MPF)
Review Unfavorable Information File (UIF)
Explain the importance of knowing the people you rate and are responsible for. Don’t wait to get to know your people until a report is due. Be proactive!!!

10. BASIC GUIDELINES WHAT FORM TO USE:
AF FORM 910 (AB-TSGT) (EF-V2)
AF FORM 911 (MSGT-CMSGT) (EF-V2)
Slide Self-Explanatory

11. BASIC GUIDELINES (CON’T)
General Instructions (EPR Shell)
NAME
SSN
GRADE
DAFSC
UNIT
PAS/DRID
DATES
SUPV________DAYS (SUPERVISION BEGAN)____
Review EPR shell items.

12. BASIC GUIDELINES (CON’T)
EPR Forms:
Section I - Ratee Identification Data
Section II - Job Description
Section III - Evaluation of Performance
Section IV - Promotion Recommendation
Section V - Rater’s Comments
Section VI - Endorser's Comments
Section VII - Commander’s Review
Review EPR Form sections

13. BASIC GUIDELINES (CON’T)
SECTION I: Ratee Identification Data
All information should match the EPR shell
Exception: Number of days supervision may not match the shell
For example: deduct 30 days consecutive TDY, leave, etc. (Annotate the reason for the reduction in number of days in Item 6. Remarks section of the EPR Shell or attach a copy of orders, leave form, etc.)
Cover Slide Bullets

14. BASIC GUIDELINES (CON’T)
SECTION II: JOB DESCRIPTION
1. Duty Title
Ensure duty title agrees with the EPR shell, if not, annotate the corrected title on the shell
2. Key Duties, Tasks, and Responsibilities
Ensure duties are related to the mission
Cover Slide Bullets

15. BASIC GUIDELINES (CON’T)
SECTION III : Evaluation of Performance
Check the block that accurately describes ratee’s
performance
Comments should be compatible with and support the
ratings
Blocks are not used for promotion points, but shows the potential for increased responsibility
Evaluators show disagreement by placing initials in the
block accurately describing ratee's performance
Cover Slide Bullets

16. BASIC GUIDELINES (CON’T)
SECTION III : Evaluation of Performance (Con’t)
Significant Disagreement
Non-concur Block
If the rating block already contains the initials of a previous evaluator, the next evaluator MUST provide one or more reasons/statement in their comments/endorsement block on the back of the report
Cover Slide Bullets

17. BASIC GUIDELINES (CON’T)
SECTION IV: Promotion Recommendation
Raters consider the ratee’s duty performance and
promotion potential and how ratee compares with
others in the same grade
Promotion comments are allowed in sections V, VI and
VII (AF FM 911) primarily to complement the overall
rating in section IV
Cover Slide Bullets

18. BASIC GUIDELINES (CON’T)
SECTION V: Rater’s Comments
Must be in bullet format
Write bullets in Action – Result – Impact format
Comments describing performance must be compatible with ratings in Section III and IV
Start with positive statements
Proof Statement: the next bullet should substantiate the
individual’s performance with facts, figures or specific
accomplishments
Resist being too technical. A report on a Comm guy needs to be understandable to a CE guy, due to reports can be reviewed by individuals outside the career field. I.E. BTZ boards, promotion boards, etc.

19. BASIC GUIDELINES (CON’T)
SECTION V: Rater’s Comments (Con’t)
The last bullet should show future utilization
Communicate the individual’s potential to assume
additional responsibility, suggest levels of assignment, etc.
Show professional development (PME) resident and
correspondence courses for their grade
Recognition - Outstanding achievement, special trophies
Academic education especially CCAF
Cover slide bullets

20. BASIC GUIDELINES (CON’T)
SECTION VI: Endorser's Comments
Place the single most important accomplishment during
the reporting period
Save biggest achievements for this area
Close the endorsement by communicating the
individual’s potential to assume additional
responsibility
Cover slide bullets

21. BASIC GUIDELINES (CON’T)
SECTION VII: Commander’s Review
This is where the CC exercises influence over the
quality of reports sent to file
This is where the CC ensures comments in reports are
not exaggerated or have ratings reflecting inflationary
tendencies
Cover slide bullets

22. BASIC GUIDELINES (CON’T)
REFERRAL REPORTS:
Contain one or more ratings in the far left block of any
performance factor
Promotion recommendation of “1” will be referred to
ratee for comments or rebuttal
Comments that refer to behavior not meeting acceptable
standards of personal conduct, character, or integrity
Ratee normally has 10 calendar days from receipt of
EPR to provide comments
Slide covers what constitutes a referral EPR. Also provide AFI , para 3.9, to cover all procedures necessary when preparing a referral EPR.

23. Questions?