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)