Transcript Enlisted Performance Reports ( EPR ) in the EES

Air Education and Training Command
Enlisted
Performance
Reports
MSgt Chris Trainor
AETC/DPAAS
05 Sep 2002
Integrity - Service - Excellence
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
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EPR’S IMPACT
• EPRs impact Personnel Decisions:
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Write someone else’s report like you
would like yours written
3S0X1
Proceed
thoughtfully...!
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Selection
Record
DOE, JOHN
Assignments
Promotions
Retraining
Awards/Recognition
000748392
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GROUND RULES
• Don’t make Assumptions:
- Know what the form looks like
- Know the basic rules about what’s allowed/not allowed
- Always refer to AFI 36-2406
• Approach:
- Focus on writing techniques...not all rules are applicable …rules
are apt to change within commands
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EPRS
• Two purposes:
– 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
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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
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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
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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
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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)
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BASIC GUIDELINES
• WHAT FORM TO USE:
– AF FORM 910 (AB-TSGT) 20000601 (EF-V2)
– AF FORM 911 (MSGT-CMSGT) 200000601 (EF-V2)
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BASIC GUIDELINES (CON’T)
• General Instructions (EPR Shell)
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NAME
SSN
GRADE
DAFSC
UNIT
PAS/DRID
DATES
SUPV________DAYS (SUPERVISION BEGAN)____
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BASIC GUIDELINES (CON’T)
• EPR Forms:
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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
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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.)
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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
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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
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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
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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
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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
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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
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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
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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
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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
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Questions?
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