Enlisted Performance Reports (EPR) in the EES

1
Air Education and Training Command
Enlisted Performance Reports
MSgt Chris Trainor AETC/DPAAS 05 Sep 2002
I n t e g r i t y - S e r v i c e - E x c e l
l e n c e
2
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 ratees duty performance
• Endorsements
• You!
• Make it happen...when its supposed to happen
• Make sure its done right

3
EPRS IMPACT

• EPRs impact Personnel Decisions
• Assignments
• Promotions
• Retraining
• Awards/Recognition

Selection Record
Proceed thoughtfully...!
Write someone elses report like you would like
yours written
4
GROUND RULES

• Dont make Assumptions
• Know what the form looks like
• Know the basic rules about whats 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

5
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

6
DUTY TITLE AND JOB DESCRIPTION

• Job description is more important
• Clearly describe ratees duties
• Specific tasks they perform
• Selectivity of ratees assignment
• Scope and level of responsibility
• Make sure to include
• Dollar value of projects ratee manages
• Number of people they supervise
• Significant additional duties

7
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 theyll count most
• Dont 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 youre done...revise, revise, revise

8
ACCOUNTABILITY AND EVALUATIONS

• Render fair, accurate, unbiased evaluations
• Document both good and bad performance
• Dont ignore misconduct, poor performance
• Youre not helping anyone or saving a career
• Youre hurting our top performers and good
  citizens
• Your boss cant tell you how to rate your people
• But...he/she can evaluate your standards and your
  judgment
• Maintain documentation to substantiate strong
  views

9
ACOUNTABILITY AND EVALUATIONS (CONT)

• 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)

10
BASIC GUIDELINES

• WHAT FORM TO USE
• AF FORM 910 (AB-TSGT) 20000601 (EF-V2)
• AF FORM 911 (MSGT-CMSGT) 200000601 (EF-V2)

11
BASIC GUIDELINES (CONT)

• General Instructions (EPR Shell)
• NAME
• SSN
• GRADE
• DAFSC
• UNIT
• PAS/DRID
• DATES
• SUPV________DAYS (SUPERVISION BEGAN)____

12
BASIC GUIDELINES (CONT)

• EPR Forms
• Section I - Ratee Identification Data
• Section II - Job Description
• Section III - Evaluation of Performance
• Section IV - Promotion Recommendation
• Section V - Raters Comments
• Section VI - Endorser's Comments
• Section VII - Commanders Review

13
BASIC GUIDELINES (CONT)

• 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.)

14
BASIC GUIDELINES (CONT)

• 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

15
BASIC GUIDELINES (CONT)

• SECTION III Evaluation of Performance
• Check the block that accurately describes ratees
  
• 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

16
BASIC GUIDELINES (CONT)

• SECTION III Evaluation of Performance (Cont)
• 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

17
BASIC GUIDELINES (CONT)

• SECTION IV Promotion Recommendation
• Raters consider the ratees 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

18
BASIC GUIDELINES (CONT)

• SECTION V Raters 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
• individuals performance with facts,
  figures or specific
• accomplishments

19
BASIC GUIDELINES (CONT)

• SECTION V Raters Comments (Cont)
• The last bullet should show future utilization
• Communicate the individuals 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

20
BASIC GUIDELINES (CONT)

• 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
• individuals potential to assume additional
• responsibility

21
BASIC GUIDELINES (CONT)

• SECTION VII Commanders 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

22
BASIC GUIDELINES (CONT)

• 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

23
Questions?