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Definition / ObjectiveTypes of Feedback Feedback Process Raters Errors Avoiding Raters Errors Requirements Explanation of Forms Used

OverviewOverview

Definition: FDefinition: Formal, private ormal, private communication between the ratee and rater communication between the ratee and rater about the about the rater’s expectations & standards rater’s expectations & standards and the and the ratee’s responsibilities and ratee’s responsibilities and performanceperformance

Definition of Performance Definition of Performance FeedbackFeedback

Definition: Definition: FFormalormal, private , private communication between the ratee and rater communication between the ratee and rater about the about the rater’s expectations & standards rater’s expectations & standards and the and the ratee’s responsibilities and ratee’s responsibilities and performanceperformance

Definition of Performance Definition of Performance FeedbackFeedback

Definition: FDefinition: Formal, ormal, private private communicationcommunication between the ratee and rater between the ratee and rater about the about the rater’s expectations & standards rater’s expectations & standards and the and the ratee’s responsibilities and ratee’s responsibilities and performanceperformance

Definition of Performance Definition of Performance FeedbackFeedback

Definition: FDefinition: Formal, private ormal, private communication between the ratee and rater communication between the ratee and rater about the about the rater’s expectations & standardsrater’s expectations & standards and the and the ratee’s responsibilities and ratee’s responsibilities and performanceperformance

Definition of Performance Definition of Performance FeedbackFeedback

Objective of Performance Objective of Performance FeedbackFeedback

Objective: To direct/establish performance related communication– Face-to-face feedback – Learn strengths and weaknesses– Clarify confusion and set expectations by:

Objective of Performance Objective of Performance FeedbackFeedback

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 FeedbackTypes of Feedback

Day-to-Day Performance Feedback Session (PFS)

- Scheduled

- Documented

Feedback Feedback ProcessProcess

PerformancPerformance Feedback e Feedback

Notice Notice (PFN)(PFN)

Tue Jan 7 11:55:09 CDT PERSONAL DATA -PRIVACY ACT OF 1974

To: 20 MISSION SUPPORT SQ/MSMA MADDUX AFB GA 31622

ATTN: 2LT J. DOE 987-65-4321 OFFICER TRAINING SCHOOL STUDENT WING

SUBJ: RATER INITIAL/FOLLOW-UP PERFORMANCE FEEDBACK NOTIFICATION

1. RECORDS INDICATE YOU ARE THE SUPERVISOR/RATER FOR SSGT LAVINA J.UNION. IF THIS IS INCORRECT, PLEASE CONTACT YOUR ORDERLY ROOM.

2. IF YOU HAVEN'T ALREADY DONE SO, THIS IS A REMINDER TO DISCUSS DUTYPERFORMANCE AS SOON AS POSSIBLE WITH THE RATEE AND COMPLETE THEAPPROPRIATE PERFORMANCE FEEDBACK WORKSHEET (PFW) AS PRESCRIBED IN AFI36-2403. A NOTICE HAS BEEN SENT TO THE RATEE INFORMING HER TO CONTACTYOU AND REQUEST A SESSION IF THIS FEEDBACK SESSION HAS NOT BEENCOMPLETED.

3 . PERFORMANCE FEEDBACK IS PRIVATE BETWEEN YOU AND THE RATEE. ITSPURPOSE IS TO IMPROVE DUTY PERFORMANCE. AFTER THE SESSION ISFINISHED, GIVE THE ORIGINAL, COMPLETED PFW TO THE RATEE. THE PFW WILLNOT BE MAINTAINED AS AN OFFICIAL RECORD. THIS DOES NOT, HOWEVER,PREVENT YOU FROM KEEPING A COPY FOR PERSONAL REFERENCE .

4. ADDITIONAL INFORMATION CONCERNING WHEN FEEDBACK SESSIONS AREREQUIRED AND INFORMATION TO HELP YOU PREPARE FOR AND CONDUCT ANEFFECTIVE PERFORMANCE FEEDBACK SESSION ARE IN AFI 36-2403, CHAP 2(FORMERLY AFR 39-62, CHAP 3, OR AFP 39-15) AND PAGE 2 OF THIS NOTICEIF YOU HAVE ANY QUESTIONS OR NEED FURTHER ASSISTANCE, PLEASE CONTACTTHE EVALUATIONS OR CAREER ENHANCEMENT SECTION AT YOUR MPF .

5. THE FOLLOWING INFORMATION IS PROVIDED TO ASSIST YOU:

DATE SUPERVISION BEGAN: 1 JAN (current year)

DATE OF LAST EPR: 31 DEC 98 (previous year)

PROJECTED EPR DATE: 31 DEC (current year)

6. UPON COMPLETION OF INDORSEMENTS BY THE RATEE AND RATER, RETURNTHIS RIP TO THE UNIT ORDERLY ROOM FOR INCLUSION IN THE RATEE'S PIF.

7. A PERFORMANCE FEEDBACK SESSION WAS CONDUCTED ON ___________(DATE).

____________________________ __________________________(SIGNATURE OF RATEE) (SIGNATURE OF RATER)

Rater Errors Rater Errors

Rating performance as “outstanding”

when it is not. Middle range is where majority should be Don’t want to hurt feelings More lenient when facing ratee Applying personal standards

Rater ErrorsRater Errors

Halo Effect– Usually the strongest impression

Well-liked people get favorable ratings Disliked people get unfavorable ratings

General impression of ratee as a person (not their performance)

Rater ErrorsRater Errors

Limited Observation and Poor RecallStereotypesOverlook improvement on past performanceInvent examples when rating because they

can’t remember specific informationJudged on most recent experiences rather

than performance during the entire period

How to Avoid Rater Errors:How to Avoid Rater Errors:

Exhibit the right attitude; remember the goal is to develop the individual

Learn and practice good observations skillsGather & report supporting evidence

Discriminate between relevant and irrelevant information

Doing selective work sampling when direct observation is infrequent

Requirements for Performance Requirements for Performance FeedbackFeedback

Who Receives Feedback and When?– Initial Feedback:

Within 60 days of being assigned a rater Sets “ground rules” Col and below

All Enlisted

– Midterm Midway between the time supervision began and the

projected performance report

AB through SMSgt

2d Lt through Lt Col

Requirements for Requirements for Performance FeedbackPerformance Feedback

– Follow-up FeedbackWithin 60 days of the close out of a

performance reportAB through TSgt

2d Lt through Capt

Requirements for Requirements for Performance FeedbackPerformance Feedback

Feedback CycleFeedback Cycle

Initial

60 days

AB-CMSgt

2Lt-Col

Midterm

mid-way

AB-SMSgt

2Lt-LtCol

OPR/EPR

projected close-out date

Follow-up

60 days

AB-TSgt

2Lt-Capt

– Any time the ratee requests it Within 30 days of request

– If at least 60 days have passed from last session– Any time the rater determines a need

Good or bad feedback

Requirements for Requirements for Performance FeedbackPerformance Feedback

Explanation of FormsExplanation of Forms AF Form 931, AB - TSgt

Performance Feedback Worksheet AF Form 932, MSgt - CMSgt

Performance Feedback Worksheet AF Form 724A, Field Grade Officer (Maj - Col)

Performance Feedback Worksheet AF Form 724B, Company Grade Officer (2LT -

Capt) Performance Feedback Worksheet

AF Form 931 and AF Form 931 and 932932 PFWs PFWs

Six Sections– Section I: Personal Information

Name, Grade, Unit

– Section II: Type of Feedback– Section III: Key Duties

Write ratee’s specific duties

AF Form 931 and AF Form 931 and 932932 PFWs PFWs

– Section IV: Performance FeedbackEach subheading lists behaviors to be evaluated

by placing an “X” on the scale in a position that most accurately reflects performance

– Your philosophy of where you place the “X” must be explained to the ratee

Section IV: Performance FactorsSection IV: Performance FactorsE-1 thru E-6

Performance of Assigned Duties

Knowledge of Primary Duties Compliance with Standards Conduct / Behavior On / Off

Duty Supervision / Leadership Individual Training

Requirements Communication Skills Additional Factors to Consider

E-7 thru E-9 Duty Performance Job Knowledge Leadership Managerial Skills Judgment Professional Qualities Communication

Skills Additional Factors

– Section V: Comments: Use to explain your feedback

– Section VI: Strengths, Suggested Goals, and Additional Comments:

Continue comments from front, pinpoint strong characteristics, or outline goals to work on until the next feedback session

AF Form 931 and AF Form 931 and 932932 PFWs PFWs

AF Form 724A and AF Form 724BAF Form 724A and AF Form 724B

Seven Sections– Section I: Personal Information

Name, Grade, Unit

– Section II: Type of Feedback– Section III: Key Duties, Tasks and Responsibilities

List specific duties

– Section IV: Performance Feedback Job Knowledge Leadership Skills Professional Qualities Organizational Skills Judgment and Decisions Communication Skills

AF Form 724A and AF Form 724BAF Form 724A and AF Form 724B

– Section V: Comments– Section VI: Strengths, Suggested

Goals, Academic / Prof Education, PME, Next / Future Assignments

– Section VII: Additional Comments

AF Form 724A and AF Form 724BAF Form 724A and AF Form 724B

Definition / ObjectiveTypes of Feedback Feedback Process Raters Errors Avoiding Raters Errors Requirements Explanation of Forms Used

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