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OfficerOfficerEvaluationEvaluation

SystemSystem

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OverviewOverview Elements of the OES

Performance Feedback Performance Reporting

The Evaluation Process OPR Inappropriate Comments Other Types of Performance Reports The Appeal Process Career Progression

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Officer Evaluation SystemOfficer Evaluation System

PFWPFW OPROPR

PRFPRF

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Performance FeedbackPerformance Feedback

Feedback is the Feedback is the single most single most importantimportant means for changing means for changing

behaviorbehavior

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Types of FeedbackTypes of Feedback

Day-to-day pats on the backDay-to-day pats on the back Performance Feedback Sessions (PFS)Performance Feedback Sessions (PFS)

A A scheduled sessionscheduled session between the rater & ratee between the rater & ratee Documented on a formDocumented on a form

Signed by both individuals, Signed by both individuals, original goes to original goes to rateeratee

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Officer Evaluation SystemOfficer Evaluation System

PFWPFW OPROPR

PRFPRF

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The Evaluation ProcessThe Evaluation Process ObservationObservation EvaluationEvaluation DocumentationDocumentation

Performance ReportingPerformance Reporting

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ObservationObservation Requires planningRequires planning & & preparationpreparation Requires communicationRequires communication Requires feedbackRequires feedback

EvaluationEvaluation Judge Judge observed performanceobserved performance vs: vs:

Predetermined standardsPredetermined standards Performance of othersPerformance of others Members of the same “AFSC and Grade”Members of the same “AFSC and Grade”

Performance ReportingPerformance Reporting

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Performance ReportingPerformance Reporting

DocumentationDocumentation Records the resultsRecords the results Provides a long term record of an officer’s Provides a long term record of an officer’s

professional developmentprofessional development Primary instrument for identifying Primary instrument for identifying best qualifiedbest qualified

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Officer Performance Report (OPR)Officer Performance Report (OPR) Completed Completed AnnuallyAnnually Change of Reporting Official (CRO)Change of Reporting Official (CRO) Minimum 120 days of supervisionMinimum 120 days of supervision AF Form 707AF Form 707

Performance ReportingPerformance Reporting

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AF FORM 707AF FORM 707

Front Back

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AF FORM 707AF 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

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AF FORM 707AF FORM 707

Rater Overall Assessment• 6 lines• Must be bullet format

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AF FORM 707AF FORM 707

Performance Factors• Same for all ranks• Only mark if officer does not meet the standard

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AF FORM 707AF FORM 707

Referral Letter• Included on back of report

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Inappropriate CommentsInappropriate Comments Charges/investigations not completed or acquittalsCharges/investigations not completed or acquittals Recommendations for decorationsRecommendations for decorations Race, gender, age, religion, etc. of rateeRace, gender, age, religion, etc. of ratee Drug/Alcohol abuse rehabilitation programsDrug/Alcohol abuse rehabilitation programs Previous ratings or reportsPrevious ratings or reports Developmental education (completion or enrollment)Developmental education (completion or enrollment) Advanced academic educationAdvanced academic education Promotion recommendationsPromotion recommendations

Performance ReportingPerformance Reporting

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Other Types of Performance ReportsOther Types of Performance Reports Training Report (AF Form 475)Training Report (AF Form 475)

Used for training of Used for training of 8 weeks or more8 weeks or more Filed upon Filed upon completioncompletion, , interruptioninterruption, or , or eliminationelimination

from trainingfrom training Letter of Evaluation (AF Form 77)Letter of Evaluation (AF Form 77)

Used when ratee is away from reporting officialUsed when ratee is away from reporting official CRO with CRO with less than 120 daysless than 120 days of supervision of supervision Under supervision of someone other than your Under supervision of someone other than your

supervisorsupervisor Provides input to raterProvides input to rater

Performance ReportingPerformance Reporting

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Uses of Performance ReportsUses of Performance Reports PromotionsPromotions AssignmentsAssignments InvestigationsInvestigations Disciplinary/Legal ActionsDisciplinary/Legal Actions NOTNOT used as counseling tools used as counseling tools

Performance ReportingPerformance Reporting

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The Appeal ProcessThe Appeal Process Ratee must prove that report is inaccurate or Ratee must prove that report is inaccurate or

unjustunjust Rating can be upgraded or removedRating can be upgraded or removed MPF will assist in preparing packageMPF will assist in preparing package Decided by AFPCDecided by AFPC Have Have up to three yearsup to three years to contest a report to contest a report

Performance ReportingPerformance Reporting

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Officer Evaluation SystemOfficer Evaluation System

PFWPFW OPROPR

PRFPRF

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Career Progression Career Progression SystemSystem

ObjectiveObjective To provide the rank/grade To provide the rank/grade commensurate commensurate

with each position’s responsibility and with each position’s responsibility and leadership requirementleadership requirement

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Officer Promotion Officer Promotion SystemSystem

Desired Objectives for Promotion

0-2 (1st Lt) 0-2 (1st Lt) 2 Years2 Years

0-3 (Capt)0-3 (Capt) 4 Years4 Years

0-4 (Maj) 0-4 (Maj) 11 Years11 Years

0-5 (Lt Col) 0-5 (Lt Col) 16 Years16 Years

0-6 (Col) 0-6 (Col) 21-22 Years21-22 Years

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Officer Promotion System Officer Promotion System (Continued)(Continued)

Fully Qualified: For promotion from 2d Lt Fully Qualified: For promotion from 2d Lt to 1st Lt & 1stto 1st Lt & 1st Lt to CaptLt to Capt

Best Qualified: For promotion to Maj thru ColBest Qualified: For promotion to Maj thru Col Promotion ZonesPromotion Zones

Below the Primary Zone (BPZ)Below the Primary Zone (BPZ) First opportunity is promotion to O-5 (Lt Col) First opportunity is promotion to O-5 (Lt Col)

In the Primary Zone (IPZ)In the Primary Zone (IPZ) Above the Primary Zone (APZ)Above the Primary Zone (APZ)

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Promotion Promotion RecommendationsRecommendations

Prepared by Prepared by Senior RaterSenior Rater ““Best QualifiedBest Qualified” Based on Performance ” Based on Performance

and Performance - Based Potentialand Performance - Based Potential No No earlierearlier than 60 Days before the than 60 Days before the

Selection BoardSelection Board

PromotionPromotionRecommendationsRecommendations

“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

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SummarySummary

Elements of the OESElements of the OES Performance FeedbackPerformance Feedback Performance ReportingPerformance Reporting

The Evaluation ProcessThe Evaluation Process OPROPR Inappropriate CommentsInappropriate Comments Other Types of Performance ReportsOther Types of Performance Reports The Appeal ProcessThe Appeal Process Career ProgressionCareer Progression