1. Performance Feedback

2. Overview Definition / Objective Types of Feedback Feedback Process
Rater Errors
Avoiding Rater Errors
Requirements
Feedback Forms

3. Definition of Performance Feedback
Definition: Formal, private, written communication between the ratee and rater about the rater’s expectations and standards and the ratee’s responsibilities and performance. (AFI )

4. 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

5. 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

6. Types of Feedback
Day-to-Day

7. Types of Feedback cont’
Performance Feedback Session
- Scheduled
- Documented

8. Feedback Process Performance Feedback Notice (PFN)
Tue Jan :55:09 CDT
PERSONAL DATA -PRIVACY ACT OF 1974
To: MISSION SUPPORT SQ/MSMA
MADDUX AFB GA
ATTN: LT J. DOE
OFFICER TRAINING SCHOOL STUDENT WING
SUBJ: RATER INITIAL/FOLLOW-UP PERFORMANCE FEEDBACK NOTIFICATION
1. RECORDS INDICATE YOU ARE THE SUPERVISOR/RATER FOR SSGT LAVINA J.
UNION. IF THIS IS INCORRECT, PLEASE CONTACT YOUR ORDERLY ROOM.
2. IF YOU HAVEN'T ALREADY DONE SO, THIS IS A REMINDER TO DISCUSS DUTY
PERFORMANCE AS SOON AS POSSIBLE WITH THE RATEE AND COMPLETE THE
APPROPRIATE PERFORMANCE FEEDBACK WORKSHEET (PFW) AS PRESCRIBED IN AFI
A NOTICE HAS BEEN SENT TO THE RATEE INFORMING HER TO CONTACT
YOU AND REQUEST A SESSION IF THIS FEEDBACK SESSION HAS NOT BEEN
COMPLETED.
3 . PERFORMANCE FEEDBACK IS PRIVATE BETWEEN YOU AND THE RATEE. ITS
PURPOSE IS TO IMPROVE DUTY PERFORMANCE. AFTER THE SESSION IS
FINISHED, GIVE THE ORIGINAL, COMPLETED PFW TO THE RATEE. THE PFW WILL
NOT BE MAINTAINED AS AN OFFICIAL RECORD. THIS DOES NOT, HOWEVER,
PREVENT YOU FROM KEEPING A COPY FOR PERSONAL REFERENCE .
4. ADDITIONAL INFORMATION CONCERNING WHEN FEEDBACK SESSIONS ARE
REQUIRED AND INFORMATION TO HELP YOU PREPARE FOR AND CONDUCT AN
EFFECTIVE PERFORMANCE FEEDBACK SESSION ARE IN AFI , CHAP 2
(FORMERLY AFR 39-62, CHAP 3, OR AFP 39-15) AND PAGE 2 OF THIS NOTICE
IF YOU HAVE ANY QUESTIONS OR NEED FURTHER ASSISTANCE, PLEASE CONTACT
THE EVALUATIONS OR CAREER ENHANCEMENT SECTION AT YOUR MPF .
5. THE FOLLOWING INFORMATION IS PROVIDED TO ASSIST YOU:
DATE SUPERVISION BEGAN: JAN (current year)
DATE OF LAST EPR: DEC (previous year)
PROJECTED EPR DATE: DEC (current year)
6. UPON COMPLETION OF INDORSEMENTS BY THE RATEE AND RATER, RETURN
THIS RIP TO THE UNIT ORDERLY ROOM FOR INCLUSION IN THE RATEE'S PIF.
7. A PERFORMANCE FEEDBACK SESSION WAS CONDUCTED ON ___________(DATE).
____________________________ __________________________
(SIGNATURE OF RATEE) (SIGNATURE OF RATER)
Feedback Process Performance Feedback Notice (PFN)

9. Feedback Process
Rater receives notification from the Commander Support Staff (CSS)
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

10. Feedback Process Rater returns copy of notification to CSS
Signed by both
Filed in Ratee’s Personnel Information File (PIF)
Ratee is notified by MPF to contact supervisor if feedback has not been accomplished

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

12. 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

13. 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)

14. 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

15. 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

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

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

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

19. Initial 60 days AB-CMSgt 2Lt-Col
Feedback Cycle
Initial
60 days
AB-CMSgt
2Lt-Col
Midterm
mid-way
AB-SMSgt
2Lt-LtCol
OPR/EPR
projected close-out date
Follow-up
in conjunction with close-out
AB-CMSgt
2Lt-Col

20. Requirements for Performance Feedback Cont’
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

21. 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.

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

23. Here is the AF Form 931 for AB thru TSgt

24. 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

25. 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.

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

27. And finally, the AF Form 724 for officers.

28. 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

29. 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

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

31. 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 , Officer and Enlisted Evaluation Systems.

32. AF Forms 931, 932 and 724 Forms can be either handwritten or typed
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.

33. Summary Definition / Objective Types of Feedback Feedback Process
Rater Errors
Avoiding Rater Errors
Requirements
Feedback Forms

34. If you never tell your troops what’s expected you’ll frequently be disappointed with their performance Capt Tim Bazzle
…and it’s your fault