Presentation on theme: "Enlisted Performance Reports"— Presentation transcript:
1 Enlisted Performance Reports Air Education and Training CommandEnlisted Performance ReportsMSgt Chris TrainorAETC/DPAAS05 Sep 2002I 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 badDifferentiate among performersProvide feedback to ratee (expectations, objectives)How?Ratings (1-5) are descriptions not precise measurementsYour description of the ratee’s duty performanceEndorsementsYou!Make it happen...when it’s supposed to happenMake sure it’s done rightDiscuss 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 RetrainingAwards/Recognition247DOE, JOHN S0X1SelectionRecordProceed thoughtfully...!Review the impact the performance reports play a major role in.Write someone else’s report like youwould like yours written
4 GROUND RULES Don’t make Assumptions: Approach: Know what the form looks likeKnow the basic rules about what’s allowed/not allowedAlways refer to AFIApproach:Focus on writing techniques...not all rules are applicable …rulesare apt to change within commandsEPR 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 performanceRecommend for promotion, increased responsibilityEmphasis: Duty performancePerformance is more broadly defined (i.e., conduct on/off duty; training; PME; education)Strategically place “hard-hitting” bulletsElaborate 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 importantClearly describe ratee’s dutiesSpecific tasks they performSelectivity of ratee’s assignmentScope and level of responsibilityMake sure to include:Dollar value of projects ratee managesNumber of people they superviseSignificant additional dutiesJob 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 accomplishmentsSelect the most significant accomplishmentsOrganize them into a sequence for max impactWrite all bullets...use where they’ll count mostDon’t use several bullets when one will doOpen with a line that grabs attentionClose with a line that captures potentialWrite bullets in Action – Result – Impact formatWhen you’re done...revise, revise, reviseChecklist 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 evaluationsDocument both good and bad performanceDon’t ignore misconduct, poor performanceYou’re not helping anyone or saving a careerYou’re hurting our top performers and good citizensYour boss can’t tell you how to rate your peopleBut...he/she can evaluate your standards and your judgmentMaintain documentation to substantiate strong viewsCover slide bullets.
9 ACOUNTABILITY AND EVALUATIONS (CON’T) Know who you rate onKnow when ratee EPR is dueReview Personnel Information File (PIF)Review Unit Personnel Record Group (UPRG) at theMilitary 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
12 BASIC GUIDELINES (CON’T) EPR Forms:Section I - Ratee Identification DataSection II - Job DescriptionSection III - Evaluation of PerformanceSection IV - Promotion RecommendationSection V - Rater’s CommentsSection VI - Endorser's CommentsSection VII - Commander’s ReviewReview EPR Form sections
13 BASIC GUIDELINES (CON’T) SECTION I: Ratee Identification DataAll information should match the EPR shellException: Number of days supervision may not match the shellFor 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 DESCRIPTION1. Duty TitleEnsure duty title agrees with the EPR shell, if not, annotate the corrected title on the shell2. Key Duties, Tasks, and ResponsibilitiesEnsure duties are related to the missionCover Slide Bullets
15 BASIC GUIDELINES (CON’T) SECTION III : Evaluation of PerformanceCheck the block that accurately describes ratee’sperformanceComments should be compatible with and support theratingsBlocks are not used for promotion points, but shows the potential for increased responsibilityEvaluators show disagreement by placing initials in theblock accurately describing ratee's performanceCover Slide Bullets
16 BASIC GUIDELINES (CON’T) SECTION III : Evaluation of Performance (Con’t)Significant DisagreementNon-concur BlockIf 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 reportCover Slide Bullets
17 BASIC GUIDELINES (CON’T) SECTION IV: Promotion RecommendationRaters consider the ratee’s duty performance andpromotion potential and how ratee compares withothers in the same gradePromotion comments are allowed in sections V, VI andVII (AF FM 911) primarily to complement the overallrating in section IVCover Slide Bullets
18 BASIC GUIDELINES (CON’T) SECTION V: Rater’s CommentsMust be in bullet formatWrite bullets in Action – Result – Impact formatComments describing performance must be compatible with ratings in Section III and IVStart with positive statementsProof Statement: the next bullet should substantiate theindividual’s performance with facts, figures or specificaccomplishmentsResist 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 utilizationCommunicate the individual’s potential to assumeadditional responsibility, suggest levels of assignment, etc.Show professional development (PME) resident andcorrespondence courses for their gradeRecognition - Outstanding achievement, special trophiesAcademic education especially CCAFCover slide bullets
20 BASIC GUIDELINES (CON’T) SECTION VI: Endorser's CommentsPlace the single most important accomplishment duringthe reporting periodSave biggest achievements for this areaClose the endorsement by communicating theindividual’s potential to assume additionalresponsibilityCover slide bullets
21 BASIC GUIDELINES (CON’T) SECTION VII: Commander’s ReviewThis is where the CC exercises influence over thequality of reports sent to fileThis is where the CC ensures comments in reports arenot exaggerated or have ratings reflecting inflationarytendenciesCover slide bullets
22 BASIC GUIDELINES (CON’T) REFERRAL REPORTS:Contain one or more ratings in the far left block of anyperformance factorPromotion recommendation of “1” will be referred toratee for comments or rebuttalComments that refer to behavior not meeting acceptablestandards of personal conduct, character, or integrityRatee normally has 10 calendar days from receipt ofEPR to provide commentsSlide covers what constitutes a referral EPR. Also provide AFI , para 3.9, to cover all procedures necessary when preparing a referral EPR.