UNCLASSIFIED PERFORMANCE REPORTS Supt Board Secretariat UNCLASSIFIED OVERVIEW

UNCLASSIFIED PERFORMANCE REPORTS Supt, Board Secretariat UNCLASSIFIED

OVERVIEW • Enlisted Performance Report (EPR) Rules • Officer Performance Report (OPR) Rules • Promotion Recommendation Form (PRF) Rules AFI 36 -2406 eff 1 Jul 2000 2

OES/EES REFERENCES • AFI 36 -2406, Officer and Enlisted Evaluation Systems • www. afpc. randolph. af. mil/evaluations • www. afpc. randolph. af. mil/offprom • www. afpc. randolph. af. mil/eprom • AFPam 36 -2404, Guide to the USAF OES 3

OPR / EPR RULES • When Accomplished • Annually/Initial • CRO (supv chgs as results of PCS/A, etc) • Directed By • Norms • 120 Days Supervision, • Within 1 yr of promotion board, or • None since last promotion board • On / Off Control Roster 4

OPR / EPR RULES • Referral Reports • Must serve member • Member has 10 calendar days to reply to next evaluator in chain of command • Member’s reply -- limited to 10 pages • Must state “I have carefully considered _____’s comments to the referral memo of (date) and…” • If next evaluator marks down more…must refer again to member 5

OPR / EPR TECHNIQUES (WEAKNESSES) • Vague job description • Generalities • Jargon, techno-babble, unknown acronyms(when in doubt, spell it out) • Text reiterates job description • Absence of quantification, results, impact • Lack of stratification 6

OPR / EPR TECHNIQUES (STRENGTHS) • Hard-hitting, fact-filled statements • Clearly communicated scope of responsibility • Specifics • Examples of leadership • Strong active statements 7

OPR / EPR TECHNIQUES (STRENGTHS) • Clear mission impact • Quantify…show results, facts, value, savings • Next job & resident PME • Enlisted only: clear promotion recommendation • Now……this board…. . 1999…. First time eligible 8 • Bottom line: how did the person make a difference or have an impact? ? ?

OPR TECHNIQUES Factors to Consider--Job Title/Duty Description • Job Titles / Duty Descriptions very important • Convey progression in career field • Convey scope/level of responsibility • Show evidence of successful leadership test 9 INSIGHT: absent distinctive achievement, job title/duty description can be effective impact discriminator

OPR TECHNIQUES (Writing Tips) • Mechanics…bullets, emphasis on results / impact • Put strongest on back--make it stand out! • Negative perception with lots of white space • Assess and stratify…be judicious, consistent • Support with appropriate push--be consistent! • Review job title/descriptions • Show progression, scope/level of responsibility 10 INSIGHT: limited board time places premium on making the important points easy to see!

OPR TECHNIQUES Back of the Form • Front sections--limited value as a discriminator • Back of form carries the most weight • Opportunity to “speak to the board” • Emphasis on stratification, pushes • Make the officer come alive • It is critical to differentiate--distinctions are becoming finer Objective: Not to make every record promotable but to give you tools to ensure the right officers get promoted! 11

OPR TECHNIQUES Factors to Consider--Recommendations • Consistency • Review previous recommendations • Another form of stratification…CC vs Ops • Deputy Gp/CC vs Group Commander! • Now can recommend two jobs in sequence • Squadron Command next, SSS, then OSD! • Appropriate to member’s grade 12

THE PRF/ROP RELATIONSHIP • PRF a temporary part of Record of Performance…captures career highlights • Adds SR’s personal knowledge / assessment • Will not generally stand on its own • ROP is complete record of impact, stratification, and support from day 1! • Will normally stand on its own INSIGHT: should be some ROP/PRF congruency 13

PRF WRITING TIPS Mechanics • Same as OPR…bullets, emphasize results/impact • One line, hard-hitting bullets are best • Balance… 2 -3 bullets should be in current job • Chronological PRFs easiest to follow • Ensure PRF word picture is accurate 14 The PRF: your 30 -second briefing to the board on your officer’s promotion potential!

PRF WRITING TIPS Mechanics • Assess and stratify…be judicious, consistent • Support with appropriate job and PME pushes • Conversational DP--for records with notable weakness, explain why promotion is still a must • Work Ps harder than the DPs • Stratify “Promotes” clearly • Word changes after MLR OK--even necessary! 15

DP PRFs Factors to Consider • DP is a clear discriminator to board • Integrity of DP is paramount • ROP should justify award of “DP” or. . . • Address obvious detractors in narrative • Award Small Group Size “DPs” judiciously…boards recognize these as “non-competitive” INSIGHT: DP is NOT Automatic Promotion! 16

WHAT THE BOARD SEES Professional Development • PME / AAD can significantly impact board decisions • SECAF MOI tries to keep AAD in perspective • But so many quality records have it…. • Remarkable when missing • OPTEMPO argument lacks weight • Majority in high OPTEMPO environment have completed AAD 17 INSIGHT: lack of PME/AAD can negate a DP

WHAT THE BOARD SEES • Obvious detractors: No PME/AAD, weak OPRs, DOS • Strong, clear trends of rater stratification / support • Most recent trend of stratification • Trend of job / school recommendations • SR ownership / enthusiasm for ratee • Duty titles / job descriptions that convey progression, scope of responsibility 18 • Often differentiate impact

WHAT THE BOARD SEES Board Insights • “DPs” should only go to “DP quality” records • Indicate awareness of unique situations • “DNP” PRFs: Explain exactly “Why Not” • Stratify rankings…but do so consciously • Highlight significant achievements…previous BPZ • Chronological PRFs are easiest to follow • Officers can prevent many record errors 19 • Letters to the board--be concise, appropriate tone

WHAT THE BOARD SEES Board Insights Senior Rater’s Credibility is on the Line • Don’t stretch the truth • Ensure PRF word picture is accurate • Be careful about having multiple “#1 s” • Enthusiasm of PRF should match recent OPRs (especially if SR signs both) • Few can say “best in AF” 20

Positive Indicators • Consistent “Firewall” 5 s; solid senior rater promote statements • Reporting chain quantification or stratification • My #1, 2, or 3 of XXX” were most impressive • Numbers beyond #3 were not as significant. . . unless at a large unit • Top 1% bullets firmly said Chief potential • Top 5% - 10% for those serving in grades limited to top 2% and competing for top 1% of enlisted force sent mixed signal • “One of my best” viewed as not very strong. . . nor very weak • It told me to look deeper • Bullets that emphasized impact to the largest of groups made the largest promotion board impact 21

Positive Indicators • EPRs closest to top weighted greatest…SMSgt EPRs, so on • SSgt/TSgt EPRs showed record of sustained excellence (or not) • Comments with large group and scope of responsibility • The bigger or more diverse the better with “measurable” achievements • Leading teams outside normal chain of command • Tiger teams, etc…. involvement outside normal area of AFSC expertise • “Outstanding” inspection ratings/team comments praising programs and team leadership sent a very strong message • Supervision over diverse personnel population • AMN/NCOs/SNCOs/civilians/volunteers/contractors 22

Positive Indicators • Decorations of MSM at regular PCS or extended tours; expected • Excellence at PME, especially if repeat winner (SNCOA/NCOA) • Education; most had CCAF/AA degree • Higher degree OK, but only strengthened an already strong record • Community leadership…. not just participation or involvement • Top 3 organization officers, AFSA/NCOA elected officers, booster or morale club officials, community leadership positions • History of leadership positions throughout a career was a big plus • Awards served as discriminators between outstanding people • Pointed to or quantified the “best of the best” • SSgt/TSgt awards says person dedicated to excellence early in career • Annual career field awards at MAJCOM/AF viewed very favorably 23

Positive Indicators • Consistent job and career progression across a wing…. across MAJCOMs. . . and across the Air Force (other bases) • Serving in jobs normally filled by Chiefs • Special duty assignments or jobs also served as delineators • As long as time spent in these duties was not excessive • Different jobs helped expand abilities and contributions to the Air Force • First sergeant, recruiters, MTIs, MTAs, PME instructors/commandants 24

Not So Positive Indicators • Obvious 4 or lower EPR or 5 EPR with front side mark downs • EPRs without Senior Rater Indorsement • Board being told “don’t promote”…and none were • Further back from top the “not so good” EPR. . . better the score • If EPRs closer to top showed an appropriate turnaround • Senior raters (SRs) with multiple #1 s • We could understand perhaps two #1 s over a year with different report close-out dates…. but actually saw some SRs with half a dozen #1 s • Those with many years at same base • Did not show much desire to broaden career perspective 25 • Too much time at jobs with little or no supervision/leadership

Not So Positive Indicators • No decoration after tour or lower than “normal” decoration • Levels of decorations beyond (or below) norm throughout career • EPRs with lackluster duty achievements or accomplishments • No CCAF Degree; indicated lack of self-improvement desire • Innovatively worded job titles, job descriptions, decoration citations • Flowery titles meant little. . . its what’s done on the job that really counts • AFSC or profession specific terms caused some difficulty • There can not be someone from every AFSC on every panel 26

Other Personal Tidbit • I very much disliked “witty” writing styles • • • “My top draft choice…or my quarterback” “Gets touchdown, home-run every time. . . MVP” “My pinch-hitter in the clutch” • Comments like these did not set the professional tone I would expect in the official records of individuals competing for the top enlisted grade of our nation 27

EPR EXAMPLES (W) - Aggressively ensure applications are submitted within Air Force guidelines and time (S) - Aggressive management of maintenance inspection resulted in 99% up-time rates -- USAFE ORI “outstanding” in equipment reliability 28

EPR EXAMPLES (W) - Led subordinates to improve leave processing by establishing a system whereby leaves can be processed via telephone (S) - Turned around “broken” leave processing system…paperwork simplified, automation maximized…accountability rates now over 90% 29

OPR EXAMPLES (W) - Great job handling several unit change-ofcommand ceremonies…attention to detail evident (S) - Protocol ace--orchestrated four squadron change-of-command ceremonies…all picture perfect, wing/cc said “best seen” 30

OPR EXAMPLES (W) - Great job planning largest deployment exercise to date. Passenger flow, beddown and training maximized (S) - Crucial planner in 600 person deployment exercise--wing’s largest to date. Pax flow, beddown flawless, training effectiveness up 15% 31

OPR EXAMPLES Last Lines (W) - Among my best, professional and dedicated…ready for MAJCOM staff and resident PME (S) - Top 2% of all officers I’ve known-extraordinary leader--no job too tough…joint duty now then ACSC (S) - #1 major in this wing--mature, visionary, natural leader. ACSC now then tough joint job! 32

PRF EXAMPLES Opening Lines • (S) - Pure Platinum! Mike’s proven he can star in any job / master any challenge--most dedicated I’ve ever seen -- Shines in competition--ROTC DG; SOS DG and Outstanding Contributor; top-third graduate at ACSC • (S) - Jane is my top major, my #1 support SQ/CC; a franchise player even better than her awesome record -- DG top 2% ACSC, DG Adv Comm Officer Trng; ‘ 94 PACAF CGOY, Honors/4. 0 GPA AFIT MA 33 • (W) - Joe has risen to the top in every assignment…praise abounds for this outstanding officer and chaplain

PRF EXAMPLES Last Lines • (S) - None better, period. Destined for top command technical duties--Definitely Promote, pick for NWC! • (S) - My #1 choice for Lt Col, 150% ready-definitely promote now! Must be a flying Sq/CC--then NWC • (W) - Superb capable leadership coupled with precious breadth of experience--promote • (W) - Accelerated Protestant program and worship service; increased chapel attendance in time of downsizing 34

THOUGHTS • You must teach Flt/CCs and SNCOs how to write EPRs / OPRs / PRFs effectively • Focus on impact / results • Efficiency, savings, time, money • Final lines of EPRs / OPRs / PRFs crucial • Include all relevant recommendations 35

THOUGHTS • Specify: • Resident PME vs actual school • Special programs…. AFIT/intern • Command…if appropriate • Stratify • ID relative standing if significant • My #1. . . My best. . . Top 1%. . . Best seen… • #1 of 24 IPZ elig, #2 of my 270 Majors… 36

THOUGHTS • Assess your officers…independent of boards • Know the top, 2 nd, 3 rd level rankings • Review entire record when doing OPRs, PRFs • At least, know what you said last year! • Know Professional Development requirements Don’t be among the hundreds of “I didn’t know / realize” appeals we review every year! 37

TIME FOR A 10 MINUTE BREAK! (if required) 38

THE OFFICER EVALUATION SYSTEM (OES) • FEEDBACK • PERFORMANCE • PROMOTION • OUTLOOK • OPORTUNITY / SELECTION • MLR AND BOARD PROCESS Not everyone is your #1 Major How to tell the Selection Board and the officer

OFFICER PERFORMANCE FEEDBACK • Private and Informal Feedback • AF Requirement and foundation of OES • Provides officer with “how’s it going” • Form is NOT retained in records • Only date of feedback is placed on OPR • Provides performance expectations and results 40

OFFICER PERFORMANCE REPORT • Tool to document performance / achievement • Comments only from rater/additional rater • Review by Senior Rater • Permanent part--Record of Performance (ROP) • Some early confusion--resolved over time • Veiled promotion statements • PME, next job recommendations 41

PROMOTION RECOMMENDATION FORM • New tool--highlights career achievements • Sr Rater opportunity to communicate to board • Prepared only before promotion board • Not a permanent part of ROP • All important: DP, P, DNP recommendations • DP a powerful indicator, but not a sure bet • P select rate “controlled”. . . ensure acceptability 42

PROMOTION OUTLOOK The Reality of the “Promotion Pyramid” 10 Cols 28 Lt Cols 45 Majors 86 Captains 97 1 st Lieutenants 100 2 nd Lieutenants 43

PROMOTION OPPORTUNITY “Definitely Promote” IPZ/APZ Allocations PROMOTION TO: DEFINITELY PROMOTE ALLOCATIONS 65% 40% 25% 44 45%

PROMOTION TIMELINES Officer vs Enlisted 0 2 LT 1 2 1 LT 2 yrs 3 4 6 7 CAPT 4 yrs AB Amn A 1 C Sr. A 5 yrs 1. 25 yrs 3 yrs 45 5 8 9 10 11 12 13 14 15 MAJ 11. 33 yrs SSgt 6. 8 yrs 16 17 18 19 20 LT COL 16. 25 yrs TSgt 14. 1 yrs MSgt 16. 5 yrs 21 22 COL 21. 5 yrs SMSgt 19. 8 yrs CMSgt 21. 9 yrs

PROMOTION OPPORTUNITY “Promote” PROMOTION TO: IPZ LIKELIHOOD OF PROMOTION 40% 35% 25% 46

MLR VS CENTRAL BOARD MLR • REVIEW ALL I/APZ PRFs • FOR QUALITY REVIEW; AWARD AGGREGATE AND CARRY OVER DPs • COMPOSITION: • USAFE SENIOR RATERS; NON-LINE INCLUDES A CORPS REP FUNCTION: WHAT THEY SEE: 47 CENTRAL BOARD SELECT OFFICERS FOR PROMOTION BROAD SPECTRUM OF LINE OFFICERS, MIRRORS ELIGIBLES; NON-LINE INCLUDES A CORPS REP • CURRENT PRF; ALL OPRs/TRs; DUTY HISTORY OPRs/TRs; DEC BRIEF (AAD NOT MASKED) CITATIONS; ART 15/COURTS MARTIAL; LETTERS TO BOARD; DUTY HISTORY BRIEF (AAD MASKED FOR MAJ)

MLR VS CENTRAL BOARD MLR ROES: • DISCUSS PRFs AND RECORDS OPENLY • CAN DISCUSS OFFICER IF PERSONAL KNOWLEDGE • CAN MAKE PHONE CALLS TO GATHER INFO • CAN MARK/PLACE STICKERS IN RECORD • CAN REMOVE RECORD FROM TABLE FOR CHANGE 48 CENTRAL BOARD • NO DISCUSSION, UNLESS RESOLVING SPLITS OR TIES • NO PHONE CALLS • CANNOT MARK/ PLACE STICKER ON RECORD • RECORDS CANNOT LEAVE THE TABLE • NO PERSONAL KNOWLEDGE OF OFFICER PROVIDED TO MEMBERS

Promotion Board Anomalies - Every board has seemingly inexplicable results -- “DP” Non-Selects -- “P” Selects Below or Above the zone - Outcome is puzzling to many -- 600 officers/yr solicit Non-Select Counseling -- Senior Raters have questions, too Insights from Promotion Boards/Non-Select Counseling Can Provide Some Answers 49

On Closer Look - Obvious “DP”/ROP disconnects -- “DP” PRF on clearly inferior record -- “DP” PRF on average record lacking PME/AAD - Notable drops in stratification, support -- May be unintentional…rating chain not reviewing officers’ records! After that: DIFFERENTIATION becomes increasingly difficult! 50

Factors to Consider Achievement/Impact - Fact: few officers’ achievements truly stand out - Exceptions: -- Combat. . . significant contingency participation -- Functional or unit awards and recognition -- Distinguished graduate distinction -- Competitive selection for CC opportunity INSIGHT: most often, the best that can be said about impact: “good, but not distinctive. ” 51

Factors to Consider Rater Ownership/Stratification - Stratification: Relative Rating of Officers - Levels of Stratification Emerging -- Top - My #1 of 12…Finest officer ever known -- 2 d Level…top 10%er! -- 3 d Level…one of my best -- Lowest level…Outstanding, Superior, etc INSIGHT: stratification, used full spectrum; very useful message to promotion boards 52

Factors to Consider Recommendations - PME/Job “pushes” reinforce stratification -- CC vs Ops Officer - Ownership/enthusiasm convey rater conviction -- My #1 pick for command! or. . . -- Ready for Command (Less push) -- Jim’s finest officer I’ve seen in 25 yrs…#1 or -- Jim’s an effective officer (Least Push) INSIGHT: while ownership/enthusiasm enhance the report, PME and job pushes add differentiation! 53

HELPFUL HINTS Examples of Inappropriate PRF Comments • "My #1 squadron commander”. . . another Lt Col had received a "DP" • "My best Logistics Group Commander”. . . senior rater only has one LG commander • "Has the experience and ability to be a regional CINC". . . veiled promotion recommendation to a grade higher than which he's being considered • "Received a "DP" BPZ two consecutive years”. . . cannot make reference to previous PRF ratings • Top 1% of all my Majors -- senior rater gave out 2 DPs already…. must have 300 Majors in wing to make this statement! • “Member respectfully requests non-consideration for promotion”. . . it is not the senior rater’s role to inform board of member’s desires • “Attended AFIT and ISS in residence”…cannot mention attendance to/completion of ADD or PME, unless significant accomplishment 54

SUMMARY OF OES/EES CHANGES • PROMOTION OPPORTUNITY RISING / BOARDS ACCELERATED • MORE DEFERRED CAPTS CONTINUED • NO SEP PAY FOR OFFICERS TWICE NON-SELECTED BECAUSE THEY COMMUNICATED TO BOARD • BG (S)/(SEL) FOR SIGNATURE BLOCK ON PRFs / OPRs / EPRs • GRADE APPROPRIATE, MULTIPLE ASSIGNMENT RECOMMENDATIONS NOW ALLOWED ON OPRs 55