OFFICER PERFORMANCE REPORTS YOU ON A PIECE OF PAPER OfficerPerformanceReport PromotionRecommendationForm

OFFICER PERFORMANCE OFFICER PERFORMANCE REPORTSREPORTS

YOU ON A PIECE OF PAPERYOU ON A PIECE OF PAPER

OfficerOfficerPerformancePerformanceReportReport

PromotionPromotionRecommendationRecommendationFormForm


CONGRATULATIONS!!!!CONGRATULATIONS!!!!

It was terrific to see your name on It was terrific to see your name on the promotion list---the promotion list---


Your OPR’s and Your PRF are the only Your OPR’s and Your PRF are the only things a Promotion Board Sees. Your things a Promotion Board Sees. Your

Future Potential for Promotion is Future Potential for Promotion is contained in those pieces of paper!!!contained in those pieces of paper!!!

OfficerOfficerPerformancePerformanceReportReportOfficerOfficer

PerformancePerformanceReportReportOfficerOfficer




PerformancePerformanceReportReport

PromotionPromotionRecommendationRecommendationReportReport


OPR = Annual Report OPR = Annual Report

PRF = Beginning 2 years Below-the-ZonePRF = Beginning 2 years Below-the-Zone

for Lt Col, and Colonelfor Lt Col, and ColonelPromotion to MajorPromotion to Major

~9 OPR’s + 1 PRF~9 OPR’s + 1 PRF

Promotion to LT ColonelPromotion to LT Colonel

14 OPR’s + 1 PRF14 OPR’s + 1 PRF

Promotion to ColonelPromotion to Colonel

19 Opr’s + 1 PRF19 Opr’s + 1 PRF


There are only There are only 10 LINES10 LINES on the on the OPR to document annual OPR to document annual

performance and onlyperformance and only 9 LINES9 LINES on on the PRF to summarize an entire the PRF to summarize an entire

career!!career!!


Promotion Board Member FeedbackPromotion Board Member FeedbackBe sure your career brief is accurate---People do not meet a promotion board, Be sure your career brief is accurate---People do not meet a promotion board, their record doestheir record doesOPR’s must be concise, Raters must be specific, don’t make the board figure it OPR’s must be concise, Raters must be specific, don’t make the board figure it outoutAny markdown on the front of the OPR is the Kiss of DeathAny markdown on the front of the OPR is the Kiss of DeathMission Impact is IMPORTANT, be sure you do something in your job that Mission Impact is IMPORTANT, be sure you do something in your job that impacts the mission and make sure it is included in your report.impacts the mission and make sure it is included in your report.Bullets should state facts and should show impact on the mission. Numbers, Bullets should state facts and should show impact on the mission. Numbers, dollars saved, etc. Avoid glowing generalities, cute phrases and exaggerations.dollars saved, etc. Avoid glowing generalities, cute phrases and exaggerations.Senior Rater’s endorsements carry the most weight by a significant margin. Senior Rater’s endorsements carry the most weight by a significant margin. include the most hard-hitting facts, accomplishments, awards, etc. in the final include the most hard-hitting facts, accomplishments, awards, etc. in the final endorsement block.endorsement block.


JOB DESCRIPTION:JOB DESCRIPTION:DON’T MAKE THE MISTAKE OF UNDERESTIMATING THE DON’T MAKE THE MISTAKE OF UNDERESTIMATING THE

IMPORTANCE OF THIS SECTIONIMPORTANCE OF THIS SECTION

1. BE CONCISE1. BE CONCISE

2. USE HARD-HITTING SENTENCES THAT SPECIFY AND 2. USE HARD-HITTING SENTENCES THAT SPECIFY AND QUANTIFYQUANTIFY

3. NUMBER AND TYPE OF PEOPLE SUPERVISED3. NUMBER AND TYPE OF PEOPLE SUPERVISED

4. DOLLAR AMOUNTS OF PROGRAMS/RESOURCES 4. DOLLAR AMOUNTS OF PROGRAMS/RESOURCES MANAGEDMANAGED

5. CRITICAL NATURE AND/OR SCOPE OF JOB5. CRITICAL NATURE AND/OR SCOPE OF JOB


PERFORMANCE FACTORSPERFORMANCE FACTORS1. If a performance standard block is marked,1. If a performance standard block is marked, DOES NOT MEET DOES NOT MEET STANDARDSTANDARD, , the OPR becomes athe OPR becomes a referral reportreferral report

2. 2. Usually theUsually the KISS OF DEATHKISS OF DEATH for an Officer if one of these for an Officer if one of these blocks is markedblocks is marked Does Not Meet Standard Does Not Meet Standard

a. a. JOB KNOWLEDGEJOB KNOWLEDGE - Know your job - Know your job

b. b. LEADERSHIP SKILLSLEADERSHIP SKILLS - Show Leadership in your Lab - Show Leadership in your Lab

c. c. PROFESSIONAL QUALITIESPROFESSIONAL QUALITIES - Air Force Standards - Air Force Standards

d. d. ORGANIZATIONAL SKILLSORGANIZATIONAL SKILLS - Suspense's - Suspense's

e. e. JUDGMENT AND DECISIONSJUDGMENT AND DECISIONS - Make Good Decisions - Make Good Decisions

f. f. COMMUNICATION SKILLSCOMMUNICATION SKILLS - Listens, speaks and writes - Listens, speaks and writes effectively effectively

g. g. FITNESSFITNESS


RATERS OVERALL ASSESSMENTRATERS OVERALL ASSESSMENT

1. Probably the most 1. Probably the most IMPORTANTIMPORTANT section of the OPR section of the OPR

2. Allows for continuation of accomplishment and mission impact2. Allows for continuation of accomplishment and mission impact

3. Should include comments concerning 3. Should include comments concerning Leadership and OfficershipLeadership and Officership

4. This is where Senior Raters must make a clear distinction between 4. This is where Senior Raters must make a clear distinction between the very top performers compared to the rest of the pack the very top performers compared to the rest of the pack


Promotion Board Members Comments - Rater Overall assessmentPromotion Board Members Comments - Rater Overall assessment

1. LEADERSHIP is considered by many “senior officers” to be the 1. LEADERSHIP is considered by many “senior officers” to be the ““most importantmost important” ” performance factor, performance factor, MUSTMUST be mentioned here!!! be mentioned here!!!

2. Statements should be assertive, you’re trying to sell the officer2. Statements should be assertive, you’re trying to sell the officer

3. This section should be used to elaborate on your leadership and 3. This section should be used to elaborate on your leadership and potentialpotential

4. Be sure not to include comments like 4. Be sure not to include comments like “Augment into Regular “Augment into Regular Force”Force” or or “Send to SOS in Residence”“Send to SOS in Residence” if these have already if these have already happened. Shows your boss doesn't really know you!!!happened. Shows your boss doesn't really know you!!!


ADDITIONAL RATERS OVERALL ASSESSMENTADDITIONAL RATERS OVERALL ASSESSMENT

1. 2nd Most 1. 2nd Most IMPORTANTIMPORTANT section of the OPR section of the OPR

2. More room to detail accomplishment and mission impact2. More room to detail accomplishment and mission impact

3. 3. USE BEST BULLETSUSE BEST BULLETS in this section, show impact on mission in this section, show impact on mission

4. Important that this section shows that your boss knows you 4. Important that this section shows that your boss knows you personallypersonally

5. Recommendations for PME, retention, augmentation and future 5. Recommendations for PME, retention, augmentation and future job assignments (i.e., Air Staff, MAJCOM, AFIT, etc.)job assignments (i.e., Air Staff, MAJCOM, AFIT, etc.)

6. Section should show enthusiasm6. Section should show enthusiasm

7. Write the7. Write the FIRST FIRST and and LAST LAST bullets with IMPACT bullets with IMPACT


REVIEWER COMMENTSREVIEWER COMMENTS1. Only used if Reviewer does not concur with rater or additional 1. Only used if Reviewer does not concur with rater or additional rater comments (Lt - Lt Col)rater comments (Lt - Lt Col)

2. Reviewing officer for Lt - Major is a Wing Commander 2. Reviewing officer for Lt - Major is a Wing Commander Equivalent, for Lt Col and Col it is the first General Officer in chainEquivalent, for Lt Col and Col it is the first General Officer in chain

3. If Reviewer non-concurs, comments are made and the report is 3. If Reviewer non-concurs, comments are made and the report is sent forward. Reviewer does not have to agree with the Ratersent forward. Reviewer does not have to agree with the Rater

4. Watch who the Reviewer is, It may be misleading if the level of 4. Watch who the Reviewer is, It may be misleading if the level of Reviewer changes from year to year at the same base.Reviewer changes from year to year at the same base.


WHAT ARE YOUR RESPONSIBILITIESWHAT ARE YOUR RESPONSIBILITIES

THE MOST IMPORTANT THING YOU MUST THE MOST IMPORTANT THING YOU MUST DO IS PERFORM YOUR JOB TO THE BEST OF DO IS PERFORM YOUR JOB TO THE BEST OF

YOUR ABILITY!!!YOUR ABILITY!!!

OFFICER PERFORMANCE OFFICER PERFORMANCE REPORTS – New FormREPORTS – New Form



1. Keep track of what you do throughout the year--document and 1. Keep track of what you do throughout the year--document and give a copy of significant accomplishments to your ratergive a copy of significant accomplishments to your rater

2. Look for ways to positively impact the mission of your MTF in 2. Look for ways to positively impact the mission of your MTF in Support of the WingSupport of the Wing

3. Gather hard data to support what you do.3. Gather hard data to support what you do.

4. Be sure the individual writing your OPR knows the importance of 4. Be sure the individual writing your OPR knows the importance of the documentthe document

5. 5. COMPLETE APPROPRIATE PMECOMPLETE APPROPRIATE PME. .

6. Present a list, IN BULLET FORM, to your rater BEFORE your 6. Present a list, IN BULLET FORM, to your rater BEFORE your OPR is dueOPR is due



7. Compete for MTF and Wing Awards (CGOQ)7. Compete for MTF and Wing Awards (CGOQ)

8. Pursue Higher Education (AFIT, Local Universities), Be sure 8. Pursue Higher Education (AFIT, Local Universities), Be sure your advanced degree supports your Air Force Careeryour advanced degree supports your Air Force Career

9. Participate in Regional/National Professional Organizations 9. Participate in Regional/National Professional Organizations (CAP, AABB, ACCC, SAFMLS, ASM, etc.)(CAP, AABB, ACCC, SAFMLS, ASM, etc.)

10. Present Workshops, Posters, Scientific Papers at Professional 10. Present Workshops, Posters, Scientific Papers at Professional MeetingsMeetings

11. Support your Air Force and Local Communities11. Support your Air Force and Local Communities

12. 12. REMEMBER, HOWEVER, NOTHING SHOULD INTERFERE REMEMBER, HOWEVER, NOTHING SHOULD INTERFERE WITH THE PERFORMANCE OF YOUR PRIMARY JOB!!!WITH THE PERFORMANCE OF YOUR PRIMARY JOB!!!


YOU CANNOT WRITE YOUR OWN OPR, YOU CANNOT WRITE YOUR OWN OPR, BUT YOU CAN PROVIDE THE BUT YOU CAN PROVIDE THE

INFORMATION IN BULLET FORMINFORMATION IN BULLET FORM

REMEMBER THE PERSON WRITING REMEMBER THE PERSON WRITING YOUR OPR MAY NOT UNDERSTAND HOW YOUR OPR MAY NOT UNDERSTAND HOW

IMPORTANT YOUR OPR IS TO YOUR IMPORTANT YOUR OPR IS TO YOUR FUTURE PROMOTION!!!FUTURE PROMOTION!!!


WHO SHOULD CARE ABOUT YOUR WHO SHOULD CARE ABOUT YOUR CAREER????CAREER????

YOU SHOULD!!!YOU SHOULD!!!


PROMOTION RECOMMENDATION FORMPROMOTION RECOMMENDATION FORM

9 LINES TO OUTLINE YOUR ENTIRE 9 LINES TO OUTLINE YOUR ENTIRE CAREERCAREER





- Used to - Used to ASSESSASSESS an Officer’s an Officer’s PERFORMANCE BASEDPERFORMANCE BASED potential potential and to provide a Promotion Recommendation to the central selection and to provide a Promotion Recommendation to the central selection board.board.- It is clearly the - It is clearly the SINGLE MOST IMPORTANT DOCUMENTSINGLE MOST IMPORTANT DOCUMENT in an in an individual’s selection folder.individual’s selection folder.- PRF’s are - PRF’s are NOTNOT a permanent part of the ratee’s record. All PRF’s a permanent part of the ratee’s record. All PRF’s are removed from the selection record group at the conclusion of the are removed from the selection record group at the conclusion of the central selection board.central selection board.



-- PERFORMANCE-BASED POTENTIALPERFORMANCE-BASED POTENTIAL = the assessed capability = the assessed capability of an officer to serve in a higher grade as demonstrated by of an officer to serve in a higher grade as demonstrated by performance in his or her current position and in past jobs or performance in his or her current position and in past jobs or positions.positions.

- The responsibility to make this critical assessment rests squarely - The responsibility to make this critical assessment rests squarely with the with the SENIOR RATERSENIOR RATER..



- LAYOUT OF A STRONG PRF- LAYOUT OF A STRONG PRF

First five linesFirst five lines - HIGHLIGHT - HIGHLIGHT PASTPAST ACCOMPLISHMENTS ACCOMPLISHMENTS Next two linesNext two lines - DEVOTE TO - DEVOTE TO CURRENTCURRENT DUTIES DUTIES Last two linesLast two lines - ADDRESS - ADDRESS POTENTIALPOTENTIAL--ENDING WITH A--ENDING WITH A

““POWER”POWER” statement for promotion statement for promotion



CORNERSTONE OF YOUR SUCCESS IS CORNERSTONE OF YOUR SUCCESS IS DOING THE JOB YOU DOING THE JOB YOU ARE IN TO THE BEST OF YOUR ABILITY.ARE IN TO THE BEST OF YOUR ABILITY. YOUR YOUR

PROMOTION POTENTIAL IS BASED ON PROMOTION POTENTIAL IS BASED ON CURRENT AND PAST CURRENT AND PAST PERFORMANCE.PERFORMANCE. EVERY ASSIGNMENT IS IMPORTANT. EVERY ASSIGNMENT IS IMPORTANT.

EVERY OPR IS CRITICALEVERY OPR IS CRITICAL. ONE POORLY WRITTEN OR “BAD” . ONE POORLY WRITTEN OR “BAD” OPR CAN END YOUR PROMOTION POTENTIAL.OPR CAN END YOUR PROMOTION POTENTIAL.


SUMMARY - THINGS TO REMEMBERSUMMARY - THINGS TO REMEMBER

• DO YOUR JOB - DEDICATION IS NOTICEDDO YOUR JOB - DEDICATION IS NOTICED• COMPLETE PME EARLY - THIS IS A MAKE OR BREAK ITEMCOMPLETE PME EARLY - THIS IS A MAKE OR BREAK ITEM• KEEP RECORDS OF WHAT YOU DO - GIVE YOUR BOSS A COPYKEEP RECORDS OF WHAT YOU DO - GIVE YOUR BOSS A COPY• DON’T BE BASHFUL - NOONE WILL TAKE CARE OF YOU IF YOU DON’TDON’T BE BASHFUL - NOONE WILL TAKE CARE OF YOU IF YOU DON’T• MAKE SURE YOUR BOSS KNOWS THE IMPORTANCE OF THE PROCESSMAKE SURE YOUR BOSS KNOWS THE IMPORTANCE OF THE PROCESS• KNOW WHEN YOUR OPR/PRF IS DUE - PROVIDE INPUTKNOW WHEN YOUR OPR/PRF IS DUE - PROVIDE INPUT• USE MANDATORY FEEDBACK SESSIONS - GET FEEDBACKUSE MANDATORY FEEDBACK SESSIONS - GET FEEDBACK• LOOK FOR WAYS TO SHINE - CGOQ, SAFMLS/AF AWARDS, LOOK FOR WAYS TO SHINE - CGOQ, SAFMLS/AF AWARDS, • BE ACTIVE IN PROFESSIONAL ORGANIZATIONS - SAFMLS, CIVILIANBE ACTIVE IN PROFESSIONAL ORGANIZATIONS - SAFMLS, CIVILIAN• BE ACTIVE IN YOUR ORGANIZATION - GET KNOWN BY YOUR BOSSBE ACTIVE IN YOUR ORGANIZATION - GET KNOWN BY YOUR BOSS• REMEMBER - THE REMEMBER - THE MOST IMPORTANT THINGMOST IMPORTANT THING IS HOW YOU DO YOUR JOB IS HOW YOU DO YOUR JOB

Documents

OFFICER PERFORMANCE REPORTS YOU ON A PIECE OF PAPER OfficerPerformanceReport PromotionRecommendationForm