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Enlisted Evaluation SystemEnlisted Evaluation System
ReferencesReferences
AFI 36-2403, The Enlisted Evaluation System (EES) AFPAM 36-2627, Airman and NCO Performance
Feedback System AFPAM 36-2241 Vol 1, Promotion Fitness
Examination (PFE) Study Guide HQ/AFPC Enlisted Evaluation System Training Guide
EES ObjectivesEES Objectives
Objective 1: Provide ratees with candid performance feedback• Lets them know what supervisors expect of them • Lets them know how they’re doing
Objective 2: Provide an official record of performance as viewed by officials in rating chain
EESEES
“In simple terms, the EES tells the ratee what is expected on the job, how well he/she is performing, and then generates a formal record of that performance, including a
promotion recommendation.”
Forms Used in EESForms Used in EES
AF Form 910 - Enlisted Performance Report (AB through TSgt)
AF Form 911 - Enlisted Performance Report (MSgt - CMSgt)
AF Form 931 - Airman Performance Feedback Worksheet AF Form 932 - NCO Performance Feedback Worksheet
Performance FeedbackPerformance Feedback
• Initial Feedback - within first 60 days after supervision begins AND after EPR closeout
• Midterm Feedback - accomplished at midpoint of reporting period (usually 180 days)– Schedule midterm feedback date according to
period of supervision– If a change of reporting official (CRO) occurs before
120 days (no EPR required) the midterm feedback should be conducted midway between the date supervision began and the end of the reporting period
Performance Feedback (cont’d)Performance Feedback (cont’d)
• Additional Feedbacks–Must be provided within 30 days of
subordinate’s request–Not mandatory if another PF was conducted
within 60 days of request DO NOT wait for official notification RIP before
accomplishing feedback
General InformationGeneral Information
Process EPRs discreetly--write, analyze, and scrutinize them in private
Do not inflate ratings Avoid highlighting a single non-severe incident or a
particular negative trait Identify achievements and accomplishments - keep
a personal log of ratee’s accomplishments
Ratee’s ResponsibilitiesRatee’s Responsibilities
Ensure rater’s goals and expectations are understood Know when performance feedback sessions are
required (initial, midterm, and follow-up) Know performance feedback must be accomplished
within 30 days of request Check performance periodically
• “How am I doing?”
• “Where do I need to improve?” Conduct self evaluation
• Compare performance with peers (same AFSC)
Rater’s ResponsibilitiesRater’s Responsibilities
Clearly define expectations/standards Observe/evaluate ratee’s behavior, performance,
achievements, and efficiency Examine results of ratee’s work; get meaningful
information from ratee Evaluate ratee’s performance against specific factors Consider significance and frequency of incidents
including poor or outstanding performance Provide constructive performance feedback Record evaluation of ratee’s performance
Preparatory ActionsPreparatory Actions
Review all available information sources• Performance Feedback Worksheets• Personnel Information File (PIF)• Unfavorable Information File (UIF)• Last EPR• Additional Information
Section I, Ratee Identification DataSection I, Ratee Identification Data
Data obtained from EPR Notice Expand abbreviations for clarity If information is incorrect make correction on EPR Notice and reflect the reason Number Days Supervision - deduct all periods 30 or more consecutive calendar
days not under supervision (i.e., TDY, LV, AWOL, confinement, etc..)
Section II, Job DescriptionSection II, Job Description
Duty Title - obtained from EPR Notice Key Duties, Tasks, and Responsibilities
• Enter clear description of duties• Avoid using acronyms, jargon, code names (spell out or define
for clarity)• Clearly describe tasks performed
–Scope/level of responsibility–Dollar value of projects/resources managed–Number of personnel supervised direct/indirect
Significant Additional Duties Comments must demonstrate level/degree of responsibility and
breadth of experience
Section III, Evaluation of Section III, Evaluation of PerformancePerformance
Consider each performance factor separately Review definitions supplied after question Compare to individuals with similar TIG, TIS, same grade and AFSC DO NOT mark/penalize in lower block if individual did not have
opportunity to fulfill complete definition DO ensure accurate evaluation and marking
• Performance Factor #3 - How well does ratee comply with standards?
– If on Weight Management Program (WMP) do not mark “Exemplifies Top Military Standards”
– If making satisfactory progress in WMP could be marked “Meets Air Force Standards”
Section IV, Promotion Section IV, Promotion RecommendationRecommendation
Consider ratee’s performance & promotion potential Compare with others of same grade and AFS Rating supported by markings in Section III and comments in Sections
V and VI Individuals with a “2” or referral report will be ineligible for promotion
-- Will remain ineligible until a subsequent report
is an overall “3” (non referral) or higher
Section V, Rater’s CommentsSection V, Rater’s CommentsSection VI, Indorser's CommentsSection VI, Indorser's Comments
Use bullet statements Limit all bullets to a maximum of three lines Focus on fact based results/impact bullets Use cause/effect (results) relationship Use action words:
- Initiated - Established - Revised
- Led - Implemented - Reduced
- Organized - Managed - Decreased
- Coordinated - Developed - Provided
- Spearheaded - Planned - Devised Comments reflect level/degree of responsibility
Section V, Rater’s CommentsSection V, Rater’s CommentsSection VI, Indorser's Comments (cont’d)Section VI, Indorser's Comments (cont’d)
List recognition received• Awards, Letters of Appreciation, Decorations
Involvement in squadron, group, wing, community Educational Accomplishments• Courses attended, degrees awarded
Place most significant accomplishments in Section VI DO NOT repeat comments from previous rater
General CommentsGeneral Comments
PME recommendations - Don’t! Term “Article 15” authorized for use• Evaluator’s emphasis should be on the
behavior/action that led to punishment (i.e., DUI, confirmed sexual harassment, etc..)
• Don’t “soften” derogatory statements with comments on improved behavior
Inappropriate CommentsInappropriate Comments
Comments
Inappropriate CommentsInappropriate Comments
Actions resulting in acquittal Personnel action ended by supervisor - unwarranted Information obtained under Investigating and Reporting
USAF Mishaps Actions taken through appeal channels (IG, AF Board for
Correction of Military Records, Congressional Inquiry) Recommendation for Decorations Race, ethnic origin, gender, age, religion Temporary/Permanent disqualification under PRP WAPS score data
Inappropriate Comments Inappropriate Comments (cont’d)(cont’d)
ADAPT Program Information (Alcohol and Drug Abuse Prevention and Treatment Program
Previous performance reports Family activities or marital status Prior incidents before reporting period Events after EPR closeout date Nominations for STEP Program Performance Feedback Sessions Membership in open mess facilities
Mandatory EndorserMandatory Endorser
MSgt - CMSgt
• Major or GS-12 minimum
• Rater’s Rater who meets grade requirements may close out EPR
• Official higher in rating chain than rater’s rater may serve as final indorser
AB - TSgt
• The rater’s rater
• When rater’s rater lower than a MSgt or GS-7, indorser is next official in rating chain in grade of MSgt or GS-7 or higher
Promotion StatementsPromotion Statements
Unauthorized in past - encouraged now! Allowed primarily to compliment overall rating Statements can be written strong or not so strong
• “MSgt X will make a good basket weaver, promote when ready.”
• “Ready for any challenge, select for a tough headquarters staff position, promote now!”
NOT a blanket requirement Use for those who are truly ready for promotion If used on every EPR they become MEANINGLESS!
Disagreement with RatingsDisagreement with Ratings
Mark Nonconcur block Provide comments including one or more specific
reasons for disagreeing Initial blocks with which you disagree When subsequent evaluators disagree and a block
has initials in it already, initial above the block
Referral EPRs
When Does an EPR Become aWhen Does an EPR Become a Referral Report? Referral Report?
A rating in the far left block of any performance factor in Section III
A rating of “1” (Not recommend for Promotion) in Section IV Comments that refer to behavior not meeting minimal
acceptable standards:• Performance• Personal conduct• Character• Integrity
CSAF Comments Regarding CSAF Comments Regarding Referral EPRsReferral EPRs
Directed Evaluators to:• Ensure certain facts are documented in EPR - i.e.,
Court-Martial convictions• Consider including comments regarding:
– Article 15 Actions– Placement on Control Roster– Letters of Reprimand
Intent:• Fully document duty performance and other significant
events • Make documentation a permanent part of record
Referral Comments Must ...Referral Comments Must ...
…ensure the event or performance is properly documented and paints a clear picture for any reader
…be specific to allow ratee opportunity to prepare adequate rebuttal
…describe behavior and resulting action
Example Referral CommentsExample Referral Comments
Vague Comments• SSgt X was removed from his position for conduct
unbecoming an NCO• MSgt Y’s judgment was in question following an
off-duty incident Clear Comments• SSgt X was removed from his position as NCOIC
and given a Letter of Reprimand after making sexually suggestive and harassing comments to a subordinate
• MSgt Y received an Article 15 for DUI
Referral EPR Procedures:Referral EPR Procedures:RaterRater
Prepare referral memorandum• Specifics of why EPR is a referral report• Actions required of ratee• Includes name and complete address of evaluator to
whom comments should be sent• Statement regarding right to apply for review under
Correction of Officer and Airman Evaluation Report• Time limit to provide comments to evaluator (10 days)
Hand deliver to ratee with copy of EPR Forward a copy of memorandum and original EPR to next
evaluator
Referral EPR Procedures:Referral EPR Procedures:RateeRatee
Must acknowledge receipt of referral memorandum, date and sign it May provide comments to evaluator named in memorandum May request extension of time limit from evaluator named in memorandum
Referral EPR Procedures:Referral EPR Procedures:Referral EvaluatorReferral Evaluator
Allot time for ratee to provide comments If no comments provided:• Complete EPR stating, “I have not received
comments from the ratee”• Provide additional comments• Attach referral memorandum • Continue EPR process
Referral EPR Procedures:Referral EPR Procedures:Referral Evaluator (cont’d)Referral Evaluator (cont’d)
If comments provided:• Complete EPR stating, “I have received comments
from the ratee”• Consider comments before commenting/signing
report• Attach referral memorandum• Continue EPR process
If additional space needed for comments, AF Form 77 “Supplemental Evaluation Sheet”, may be used
Examples of Poorly WrittenExamples of Poorly Written EPR Statements EPR Statements
Poor StatementsPoor Statements
Continuously worked to make meaningful contribution to the betterment of the Dental Service
Evaluated and implemented new techniques to successfully upgrade quality, quantity, and timeliness of treatment provided
Developed an infallible training program that educated technicians, improved their skill and ability, and nurtures their patient rapport, bringing outstanding recognition for his efforts
Is a mature supervisor who keeps himself and his staff informed of policy and practice
A totally reliable NCO who handles disciplinary actions at the lowest level
Established patient rapport on an individual basis, confirmed by patient feedback
Poor StatementsPoor Statements
Excellent performer, can be relied upon to complete most tasks within an acceptable time frame
Exhibits the qualities necessary to achieve a most successful and rewarding career
Ensures all sterilizers are functioning properly by performing weekly spore tests which assures sterilization standards have been met
Hardworking technician whose abilities equal his peers Outstanding management of appointment system enabled us to
consistently provide the best possible access to care through appointment utilization
Established himself as a problem solver by pointing out potential problem areas and providing alternatives
Examples of Well WrittenExamples of Well Written EPR Statements EPR Statements
Well Written StatementsWell Written Statements
Superbly managed the maintenance inspections of over 2000 pieces of survival equipment and 500 B-52 deceleration parachutes ahead of schedule with “zero defects”--directly enhanced the wing’s performance during GLOBAL GUARDIAN 99
Recognized Superior Performer during GLOBAL GUARDIAN 98; operated the Alert Facility with a crew of seven--served over 3,000 meals in 12 hours, triple the normal amount for that time frame
Repaired and maintained 45 overhead doors at 15 missile alert facilities during inclement weather--safeguarded over $350,000 in snow removal equipment and alert response vehicles
Wrote Query Language Processor program to identify all wing personnel with a CAMS user-id; implemented CAMS user-id/password security measures--deleted over 200 inactive users from data base
Expertly conducted five Transporter and Erector convoys involving over-sized vehicles--maintained the wing’s excellent 99.62 percent alert rate …the highest in 20 AF history
Flawlessly uploaded five cruise missile pylons and three cruise missile launches for GLOBAL GUARDIAN 99; resulted in complete aircraft generation 11 hours ahead of schedule
Well Written Statements Well Written Statements (cont’d)(cont’d)
Impact of EPRsImpact of EPRs
“EPRs can have an outstanding or devastating impact on an individual’s career.”
WAPS (SSgt - MSgt)WAPS (SSgt - MSgt) SKT measures knowledge of AFSC 100 points PFE measures knowledge of military and 100 points managerial concepts for
a particular grade EPRs 135 points Decorations 25 points TIG 60 points TIS 40 points
EPRs are the biggest influence in the promotion process BUT the “SKT and PFE Tests” make up 43.4 % of overall points
EPR Computation FormulaEPR Computation Formula
Use time weighing factor beginning with 50 for most recent report and use decreased increments of 5 for each remaining report (50-45-40-35-30-25-20-15-10-5)
Multiply overall rating by time weighing factor Use multiplying factor of 27 for EPRs and 15 for
APRs (EPRs replaced APRs in 1989) After calculating each report, total value of each
report, and divide by sum of time weighted factors NOTE: EPR/APR that closeout within 5 years of
PECD, not to exceed 10 reports
Examples Examples
5 x 50 = 250 x 27 = 6750
4 x 45 = 180 x 27 = 4860
9 x 40 = 360 x 15 = 5400 29160 = 129.60
9 x 35 = 315 x 15 = 4725 225
9 x 30 = 270 x 15 = 4050
9 x 25 = 225 x 15 = 3375
225 29160
Final ThoughtsFinal Thoughts
Limit “WHITE” space Use the experience around you!
• Section NCO• Superintendent• 1st Sergeant• Commander• Command Chief
If in doubt, ASK!
Questions?
Enlisted Evaluation System Enlisted Evaluation System (EES)(EES)
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