Performance Performance FeedbackFeedback

Overview

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

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

Purpose of Performance Feedback

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

• Performance Feedback Session - Scheduled - Documented

Types of Feedback

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

• Rating performance as “outstanding”

when it is not• 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)

Limited Observation and Poor Recall–Stereotypes

–Overlook improvement on

past performance

–Judged on most recent

experiences rather than

performance during the

entire period

Rater Errors

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

Requirements

Who Receives Feedback and When?– Initial Feedback:

• Within 60 days of being assigned a rater

• Sets “ground rules”

• Colonel and below

• All Enlisted

– Midterm Feedback:• Midway between the time supervision began

and the projected performance report

• AB through SMSgt

• 2d Lt through Lt Col

AirmanBasic

Requirements

– Follow-up Feedback:• Occurs in conjunction with the close out of a

performance report

• AB through CMSgt

• 2d Lt through Col

AirmanBasic

Requirements

Requirements

– 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

Individual Form Details

• Performance Feedback

– AF Form 931, AB through TSgt

– AF Form 932, MSgt through CMSgt

– AF Form 724, Lt through Col

AF Form 931AF Form 931AB thru TSgtAB thru TSgt

Front Back

AF Form 932MSgt thru CMSgt

Front Back

AF Form 724Lt thru Col

Front Back

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

• Supervisor required to give specific indication of performance

ExampleAF Form932

ExampleAF Form724

AF Forms 931, 932 and 724

Summary

• Purpose / Objective

• Types of Feedback

• Feedback Process

• Rater Errors

• Avoiding Rater Errors

• Requirements

• Feedback Forms

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