Performance Feedback

Overview Purpose / Objective Types of Feedback Feedback Process Rater Errors Avoiding Rater Errors Requirements Feedback Forms

Purpose of Performance Feedback Provides formal, private, written communication between the ratee and rater about the rater’s expectations and standards and the ratee’s responsibilities and performance. (AFI 36-2406)

Objective of Performance Feedback Objective: To direct or establish performance related communication - Face-to-face feedback - Learn strengths and weaknesses - Clarify confusion and set expectations

Objective of Performance Feedback Requires supervisor to: Discuss objectives, standards, behavior, and performance with the ratee Provide a written progress report before and after an official evaluation is due

Types of Feedback Day-to-Day

Types of Feedback Performance Feedback Session - Scheduled - Documented

Feedback Process Rater determines feedback is due Schedule feedback session Complete the feedback worksheet prior to the session using AF Form 931, 932, or 724 as appropriate Conduct feedback session; focus on performance Both sign and date worksheet Make a copy for your files (give original to ratee) There should be no surprises later on the performance report

Feedback Process Ratee should contact supervisor if feedback has not been accomplished

Feedback Worksheet Privacy Feedback worksheet is private between rater and ratee May only be viewed by: Squadron Commander (for SNCOs) Squadron Commander and rater’s rater (TSgt/below)

Rater Errors when it is not Rating performance as “outstanding” Don’t want to hurt feelings More lenient when facing ratee Applying personal standards Don’t want to impact career Middle range is where several should be

Rater Errors Halo/Horns Effect Usually the strongest impression Well-liked people get favorable ratings Disliked people get unfavorable ratings General impression of ratee as a person (not his/her performance)

Rater Errors Stereotypes Overlook improvement on past performance Limited Observation and Poor Recall Stereotypes Overlook improvement on past performance Judged on most recent experiences rather than performance during the entire period

How to Avoid Rater Errors Exhibit the right attitude; remember the goal is to develop the individual Learn and practice good observation skills Gather & report supporting information Discriminate between relevant and irrelevant information Doing selective work sampling when direct observation is infrequent

Who Receives Feedback and When? Requirements Who Receives Feedback and When? Initial Feedback: Within 60 days of being assigned a rater Sets “ground rules” Colonel and below All Enlisted

Requirements Midterm Feedback: Midway between the time supervision began and the projected performance report AB through SMSgt 2d Lt through Lt Col Airman Basic

Requirements Follow-up Feedback: Occurs in conjunction with the close out of a performance report AB through CMSgt 2d Lt through Col Airman Basic

Requirements Within 30 days of request Any time the “ratee” requests feedback Within 30 days of request If at least 60 days have passed since last session Any time the “rater” determines a need Good or bad feedback

Feedback Cycle Midterm (mid-way) OPR/EPR Follow-up ---------> AB-SMSgt 2Lt-Lt Col OPR/EPR Close-out Date Follow-up ---------> AB-CMSgt 2Lt-Col Initial (w/in 60 days) AB-CMSgt 2Lt-Col

Individual Form Details Performance Feedback AF Form 931, AB through TSgt AF Form 932, MSgt through CMSgt AF Form 724, Lt through Col The performance feedback worksheets have also been redesigned and compliment changes to the performance reports. And as you can see, the officers now only have one worksheet for all grades through Colonel.

AF Form 931 AB thru TSgt Front Back Here is the AF Form 931 for AB thru TSgt Front Back

Here is the AF Form 931 for AB thru TSgt

AF Form 932 MSgt thru CMSgt Front Back The AF Form 932 for MSgt thru CMSgt. The standards are the same standards found on the evaluations. Front Back

The AF Form 932 for MSgt thru CMSgt The AF Form 932 for MSgt thru CMSgt. The standards are the same standards found on the evaluations.

AF Form 724 Lt thru Col Front Back And finally, the AF Form 724 for officers. Front Back

And finally, the AF Form 724 for officers.

AF Form 931--AB thru TSgt Section IV: Performance Factors Primary/Additional Duties Standards, Conduct, Character, Military Bearing Fitness Training Requirements Teamwork/Followership Other Comments

AF Form 932--MSgt thru CMSgt Section IV: Performance Factors Primary Duties Standards: Enforcement and Personal Adherence, Conduct, Character, Military Bearing, Customs and Courtesies Fitness Resource Management and Decision Making Training, Education, Off-Education, PME, Professional Enhancement and Communication Leadership/Teambuilding/Followership Other Comments

AF Form 724--Lt thru Col Section IV: Performance Factors Job Knowledge Leadership Skills Professionals Qualities Organizational Skills Judgment and Decisions Communications Physical Fitness

AF Forms 931, 932 and 724 Block to check type of feedback Space to provide feedback on each assessment area on front and goals on the reverse Assessment areas correlate with evaluation The rater will select “Initial” if it is the initial feedback session since the purpose of this feedback is to convey performance expectations. There is space available for the rater to make comments about each standard. This form can either be hand written or typed. However, the forms will be hand signed. Feedback continues to remain as private communication between the ratee and rater. Access to feedback forms is unchanged as addressed in AFI 36-2406, Officer and Enlisted Evaluation Systems.

AF Forms 931, 932 and 724 Supervisor required to give specific indication of performance Example AF Form 932 724 The major change to all performance feedback worksheets is the elimination of the sliding scale to assess performance. In its place are check boxes that resemble the enlisted performance ratings. You’ll notice that the Officer Performance Feedback Worksheet ratings also resemble those of the enlisted force. Since the OPR only has a meets or does not meet standard, these ratings on the PFW will allow the officer to receive in-depth feedback. During midterm feedback, and subsequent sessions, the rater will have to select from “Does Not Meet,” “Meets,” “Above Average” or “Clearly Exceeds.” Fitness will be rated at “Does Not Meet,” “Meets” or “Exempt” with the same rules applying as for the evaluations. Feedback continues to be a privileged communication between the ratee and rater.

Summary Purpose / Objective Types of Feedback Feedback Process Rater Errors Avoiding Rater Errors Requirements Feedback Forms

“Limited expectations yield only limited results. ” “Limited expectations yield only limited results.” Susan Laurson Willig