1. 1 Officer Evaluation System

2. 2 Overview  Elements of the OES  Performance Feedback  Performance Reporting  The Evaluation Process  OPR  Inappropriate Comments  Other Types of Performance Reports  The Appeal Process  Career Progression

3. 3 Officer Evaluation System PFW OPR PRF

4. 4 Performance Feedback  Feedback is the single most important means for changing behavior

5. 5 Types of Feedback  Day-to-day pats on the back  Performance Feedback Sessions (PFS)  A scheduled session between the rater & ratee  Documented on a form  Signed by both individuals, original goes to ratee

6. 6 Officer Evaluation System PFW OPR PRF

7. 7  The Evaluation Process  Observation  Evaluation  Documentation Performance Reporting

8. 8  Observation  Requires planning & preparation  Requires communication  Requires feedback  Evaluation  Judge observed performance vs:  Predetermined standards  Performance of others  Members of the same “AFSC and Grade” Performance Reporting

9. 9  Documentation  Records the results  Provides a long term record of an officer’s professional development  Primary instrument for identifying best qualified

10. 10  Officer Performance Report (OPR)  Completed Annually  Change of Reporting Official (CRO)  Minimum 120 days of supervision  AF Form 707 Performance Reporting

11. 11 AF FORM 707 Front Back

12. 12 AF FORM 707  Performance standards are the same for all grades  Performance factors summarized on front of form Mark “Does Not Meet” if evaluator’s comments make the report referral, or if a performance factor in Section IX on reverse is marked “Does Not Meet Standards”  Fitness exemption captured on the front of the form

13. 13 AF FORM 707  Rater Overall Assessment 6 lines Must be bullet format

14. 14 AF FORM 707  Performance Factors Same for all ranks Only mark if officer does not meet the standard

15. 15 AF FORM 707  Referral Letter Included on back of report

16. 16 Inappropriate Comments  Inappropriate Comments  Charges/investigations not completed or acquittals  Recommendations for decorations  Race, gender, age, religion, etc. of ratee  Drug/Alcohol abuse rehabilitation programs  Previous ratings or reports  Developmental education (completion or enrollment)  Advanced academic education  Promotion recommendations Performance Reporting

17. 17  Other Types of Performance Reports  Training Report (AF Form 475)  Used for training of 8 weeks or more  Filed upon completion, interruption, or elimination from training  Letter of Evaluation (AF Form 77)  Used when ratee is away from reporting official  CRO with less than 120 days of supervision  Under supervision of someone other than your supervisor  Provides input to rater Performance Reporting

18. 18  Uses of Performance Reports  Promotions  Assignments  Investigations  Disciplinary/Legal Actions  NOT used as counseling tools Performance Reporting

19. 19  The Appeal Process  Ratee must prove that report is inaccurate or unjust  Rating can be upgraded or removed  MPF will assist in preparing package  Decided by AFPC  Have up to three years to contest a report Performance Reporting

20. 20 Officer Evaluation System PFW OPR PRF

21. 21 Career Progression System  Objective  To provide the rank/grade commensurate with each position’s responsibility and leadership requirement

22. 22 Officer Promotion System Desired Objectives for Promotion 0-2 (1st Lt) 2 Years 0-3 (Capt)4 Years 0-4 (Maj) 11 Years 0-5 (Lt Col) 16 Years 0-6 (Col) 21-22 Years

23. 23 Officer Promotion System (Continued)  Fully Qualified: For promotion from 2d Lt to 1st Lt & 1st Lt to Capt  Best Qualified: For promotion to Maj thru Col  Promotion Zones  Below the Primary Zone (BPZ)  First opportunity is promotion to O-5 (Lt Col)  In the Primary Zone (IPZ)  Above the Primary Zone (APZ)

24. 24 Promotion Recommendations  Prepared by Senior Rater  “Best Qualified” Based on Performance and Performance - Based Potential  No earlier than 60 Days before the Selection Board

25. Promotion Recommendations  “Definitely Promote”- strength of performance and potential warrants promotion  “Promote”- qualified for promotion, compete on basis of performance, potential, etc...  “Do Not Promote”- promotion not warranted

26. 26 Summary  Elements of the OES  Performance Feedback  Performance Reporting  The Evaluation Process  OPR  Inappropriate Comments  Other Types of Performance Reports  The Appeal Process  Career Progression