PERFORMANCE REPORTS UNCLASSIFIED Supt, Board Secretariat.

PERFORMANCE REPORTSPERFORMANCE REPORTSPERFORMANCE REPORTSPERFORMANCE REPORTS

UNCLASSIFIED

UNCLASSIFIED

Supt, Board SecretariatSupt, Board SecretariatSupt, Board SecretariatSupt, Board Secretariat

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OVERVIEWOVERVIEW OVERVIEWOVERVIEW

• Enlisted Performance Report (EPR) RulesEnlisted Performance Report (EPR) Rules

• Officer Performance Report (OPR) RulesOfficer Performance Report (OPR) Rules

• Promotion Recommendation Form (PRF) Promotion Recommendation Form (PRF) RulesRules

AFI36-2406 eff 1 Jul 2000AFI36-2406 eff 1 Jul 2000

• Enlisted Performance Report (EPR) RulesEnlisted Performance Report (EPR) Rules

• Officer Performance Report (OPR) RulesOfficer Performance Report (OPR) Rules

• Promotion Recommendation Form (PRF) Promotion Recommendation Form (PRF) RulesRules

AFI36-2406 eff 1 Jul 2000AFI36-2406 eff 1 Jul 2000

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OES/EES REFERENCESOES/EES REFERENCESOES/EES REFERENCESOES/EES REFERENCES

• AFI 36-2406, Officer and Enlisted Evaluation AFI 36-2406, Officer and Enlisted Evaluation SystemsSystems

• www.afpc.randolph.af.mil/evaluationswww.afpc.randolph.af.mil/evaluations

• www.afpc.randolph.af.mil/offpromwww.afpc.randolph.af.mil/offprom

• www.afpc.randolph.af.mil/www.afpc.randolph.af.mil/epromeprom

• AFPam 36-2404, Guide to the USAF OESAFPam 36-2404, Guide to the USAF OES

• AFI 36-2406, Officer and Enlisted Evaluation AFI 36-2406, Officer and Enlisted Evaluation SystemsSystems

• www.afpc.randolph.af.mil/evaluationswww.afpc.randolph.af.mil/evaluations

• www.afpc.randolph.af.mil/offpromwww.afpc.randolph.af.mil/offprom

• www.afpc.randolph.af.mil/www.afpc.randolph.af.mil/epromeprom

• AFPam 36-2404, Guide to the USAF OESAFPam 36-2404, Guide to the USAF OES

http://www.afpc.randolph.af.mil/evaluations

http://www.afpc.randolph.af.mil/offprom

http://www.afpc.randolph.af.mil/eprom


http://www.afpc.randolph.af.mil/evaluations

http://www.afpc.randolph.af.mil/offprom



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OPR / EPR RULESOPR / EPR RULESOPR / EPR RULESOPR / EPR RULES

• When AccomplishedWhen Accomplished• Annually/InitialAnnually/Initial• CRO (supv chgs as results of PCS/A, etc) CRO (supv chgs as results of PCS/A, etc) • Directed By Directed By

• NormsNorms• 120 Days Supervision, 120 Days Supervision, • Within 1 yr of promotion board, Within 1 yr of promotion board, oror • None since last promotion boardNone since last promotion board• On / Off Control RosterOn / Off Control Roster

• When AccomplishedWhen Accomplished• Annually/InitialAnnually/Initial• CRO (supv chgs as results of PCS/A, etc) CRO (supv chgs as results of PCS/A, etc) • Directed By Directed By

• NormsNorms• 120 Days Supervision, 120 Days Supervision, • Within 1 yr of promotion board, Within 1 yr of promotion board, oror • None since last promotion boardNone since last promotion board• On / Off Control RosterOn / Off Control Roster

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OPR / EPR RULESOPR / EPR RULESOPR / EPR RULESOPR / EPR RULES

• Referral ReportsReferral Reports• Must serve member Must serve member • Member has 10 calendar days to reply to next Member has 10 calendar days to reply to next

evaluator in chain of commandevaluator in chain of command• Member’s reply -- limited to 10 pagesMember’s reply -- limited to 10 pages• Must state “I have carefully considered Must state “I have carefully considered

_____’s comments to the referral memo of _____’s comments to the referral memo of (date) and…”(date) and…”

• If next evaluator marks down more…must If next evaluator marks down more…must refer again to memberrefer again to member

• Referral ReportsReferral Reports• Must serve member Must serve member • Member has 10 calendar days to reply to next Member has 10 calendar days to reply to next

evaluator in chain of commandevaluator in chain of command• Member’s reply -- limited to 10 pagesMember’s reply -- limited to 10 pages• Must state “I have carefully considered Must state “I have carefully considered

_____’s comments to the referral memo of _____’s comments to the referral memo of (date) and…”(date) and…”

• If next evaluator marks down more…must If next evaluator marks down more…must refer again to memberrefer again to member

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OPR / EPR OPR / EPR TECHNIQUESTECHNIQUES

(WEAKNESSES)(WEAKNESSES)


(WEAKNESSES)(WEAKNESSES)

• Vague job descriptionVague job description

• GeneralitiesGeneralities

• Jargon, techno-babble, unknown acronyms(when Jargon, techno-babble, unknown acronyms(when in doubt, spell it out)in doubt, spell it out)

• Text reiterates job descriptionText reiterates job description

• Absence of quantification, results, impactAbsence of quantification, results, impact

• Lack of stratificationLack of stratification

• Vague job descriptionVague job description

• GeneralitiesGeneralities

• Jargon, techno-babble, unknown acronyms(when Jargon, techno-babble, unknown acronyms(when in doubt, spell it out)in doubt, spell it out)

• Text reiterates job descriptionText reiterates job description

• Absence of quantification, results, impactAbsence of quantification, results, impact

• Lack of stratificationLack of stratification

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(STRENGTHS)(STRENGTHS)



• Hard-hitting, fact-filled statementsHard-hitting, fact-filled statements

• Clearly communicated scope of responsibilityClearly communicated scope of responsibility

• SpecificsSpecifics

• Examples of leadershipExamples of leadership

• Strong active statementsStrong active statements

• Hard-hitting, fact-filled statementsHard-hitting, fact-filled statements

• Clearly communicated scope of responsibilityClearly communicated scope of responsibility

• SpecificsSpecifics

• Examples of leadershipExamples of leadership

• Strong active statementsStrong active statements

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• Clear mission impactClear mission impact

• Quantify…show results, facts, value, savingsQuantify…show results, facts, value, savings

• Next job & resident PMENext job & resident PME

• Enlisted only: clear promotion recommendationEnlisted only: clear promotion recommendation

• Now……this board…..1999….First time eligibleNow……this board…..1999….First time eligible

• Bottom line: how did the person make a Bottom line: how did the person make a difference or have an impact???difference or have an impact???

• Clear mission impactClear mission impact

• Quantify…show results, facts, value, savingsQuantify…show results, facts, value, savings

• Next job & resident PMENext job & resident PME

• Enlisted only: clear promotion recommendationEnlisted only: clear promotion recommendation

• Now……this board…..1999….First time eligibleNow……this board…..1999….First time eligible

• Bottom line: how did the person make a Bottom line: how did the person make a difference or have an impact???difference or have an impact???

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OPR TECHNIQUESOPR TECHNIQUESFactors to Consider--Job Title/Duty DescriptionFactors to Consider--Job Title/Duty Description

OPR TECHNIQUESOPR TECHNIQUESFactors to Consider--Job Title/Duty DescriptionFactors to Consider--Job Title/Duty Description

• Job Titles / Duty Descriptions very Job Titles / Duty Descriptions very importantimportant

• Convey progression in career fieldConvey progression in career field

• Convey scope/level of responsibilityConvey scope/level of responsibility

• Show evidence of successful leadership Show evidence of successful leadership test test

• Job Titles / Duty Descriptions very Job Titles / Duty Descriptions very importantimportant

• Convey progression in career fieldConvey progression in career field

• Convey scope/level of responsibilityConvey scope/level of responsibility

• Show evidence of successful leadership Show evidence of successful leadership test test

INSIGHT: absent distinctive achievement, job title/duty description can be effective impact

discriminator

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OPR TECHNIQUESOPR TECHNIQUES(Writing Tips)(Writing Tips)

OPR TECHNIQUESOPR TECHNIQUES(Writing Tips)(Writing Tips)

• Mechanics…bullets, emphasis on results / Mechanics…bullets, emphasis on results / impact impact

• Put strongest on back--make it stand out!Put strongest on back--make it stand out!• Negative perception with lots of white space Negative perception with lots of white space

• Assess and stratify…be Assess and stratify…be judiciousjudicious, consistent , consistent

• Support with appropriate push--be consistent! Support with appropriate push--be consistent!

• Review job title/descriptionsReview job title/descriptions

• Show progression, scope/level of responsibilityShow progression, scope/level of responsibility

• Mechanics…bullets, emphasis on results / Mechanics…bullets, emphasis on results / impact impact

• Put strongest on back--make it stand out!Put strongest on back--make it stand out!• Negative perception with lots of white space Negative perception with lots of white space


• Support with appropriate push--be consistent! Support with appropriate push--be consistent!

• Review job title/descriptionsReview job title/descriptions

• Show progression, scope/level of responsibilityShow progression, scope/level of responsibility

INSIGHT: limited board time places premium on making the important points easy to see!

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OPR TECHNIQUESOPR TECHNIQUESBack of the FormBack of the Form

OPR TECHNIQUESOPR TECHNIQUESBack of the FormBack of the Form

• Front sections--limited value as a Front sections--limited value as a discriminatordiscriminator

• Back of form carries the most weightBack of form carries the most weight• Opportunity to “speak to the board”Opportunity to “speak to the board”

• Emphasis on stratification, pushesEmphasis on stratification, pushes

• Make the officer come aliveMake the officer come alive

• It is critical to differentiate--distinctions It is critical to differentiate--distinctions are becoming finerare becoming finer

• Front sections--limited value as a Front sections--limited value as a discriminatordiscriminator

• Back of form carries the most weightBack of form carries the most weight• Opportunity to “speak to the board”Opportunity to “speak to the board”

• Emphasis on stratification, pushesEmphasis on stratification, pushes

• Make the officer come aliveMake the officer come alive

• It is critical to differentiate--distinctions It is critical to differentiate--distinctions are becoming finerare becoming finer

Objective: Not to make every record promotable but to give you tools to ensure the right officers get promoted!

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OPR TECHNIQUESOPR TECHNIQUESFactors to Consider--RecommendationsFactors to Consider--Recommendations

OPR TECHNIQUESOPR TECHNIQUESFactors to Consider--RecommendationsFactors to Consider--Recommendations

• ConsistencyConsistency• Review previous recommendationsReview previous recommendations

• Another form of stratification…CC vs OpsAnother form of stratification…CC vs Ops• Deputy Gp/CC vs Group Commander!Deputy Gp/CC vs Group Commander!

• Now can recommend two jobs in sequenceNow can recommend two jobs in sequence• Squadron Command next, SSS, then OSD!Squadron Command next, SSS, then OSD!

• Appropriate to member’s gradeAppropriate to member’s grade

• ConsistencyConsistency• Review previous recommendationsReview previous recommendations

• Another form of stratification…CC vs OpsAnother form of stratification…CC vs Ops• Deputy Gp/CC vs Group Commander!Deputy Gp/CC vs Group Commander!

• Now can recommend two jobs in sequenceNow can recommend two jobs in sequence• Squadron Command next, SSS, then OSD!Squadron Command next, SSS, then OSD!

• Appropriate to member’s gradeAppropriate to member’s grade

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THE PRF/ROP THE PRF/ROP RELATIONSHIPRELATIONSHIP THE PRF/ROP THE PRF/ROP

RELATIONSHIPRELATIONSHIP

• PRF a PRF a temporarytemporary part of Record of part of Record of Performance…captures career highlightsPerformance…captures career highlights• Adds SR’s Adds SR’s personalpersonal knowledge / assessment knowledge / assessment

• Will not generally stand on its ownWill not generally stand on its own

• ROP is complete record of impact, ROP is complete record of impact, stratification, and support from day 1!stratification, and support from day 1!• Will normally stand on its ownWill normally stand on its own

• PRF a PRF a temporarytemporary part of Record of part of Record of Performance…captures career highlightsPerformance…captures career highlights• Adds SR’s Adds SR’s personalpersonal knowledge / assessment knowledge / assessment

• Will not generally stand on its ownWill not generally stand on its own

• ROP is complete record of impact, ROP is complete record of impact, stratification, and support from day 1!stratification, and support from day 1!• Will normally stand on its ownWill normally stand on its own

INSIGHT: should be some ROP/PRF congruency

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PRF WRITING TIPSPRF WRITING TIPSMechanicsMechanics


• Same as OPR…bullets, emphasize Same as OPR…bullets, emphasize results/impactresults/impact• One line, hard-hitting bullets are bestOne line, hard-hitting bullets are best

• Balance…2-3 bullets should be in current jobBalance…2-3 bullets should be in current job

• Chronological PRFs easiest to followChronological PRFs easiest to follow

• Ensure PRF word picture is accurateEnsure PRF word picture is accurate

• Same as OPR…bullets, emphasize Same as OPR…bullets, emphasize results/impactresults/impact• One line, hard-hitting bullets are bestOne line, hard-hitting bullets are best

• Balance…2-3 bullets should be in current jobBalance…2-3 bullets should be in current job

• Chronological PRFs easiest to followChronological PRFs easiest to follow


The PRF: your 30-second briefing to the board on your officer’s promotion

potential!

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• Support with appropriate job and PME pushesSupport with appropriate job and PME pushes

• Conversational DP--for records with notable Conversational DP--for records with notable weakness, explain why promotion is still a weakness, explain why promotion is still a must must

• Work Ps harder than the DPs Work Ps harder than the DPs

• Stratify “Promotes” clearlyStratify “Promotes” clearly

• Word changes after MLR OK--even necessary!Word changes after MLR OK--even necessary!


• Support with appropriate job and PME pushesSupport with appropriate job and PME pushes

• Conversational DP--for records with notable Conversational DP--for records with notable weakness, explain why promotion is still a weakness, explain why promotion is still a must must

• Work Ps harder than the DPs Work Ps harder than the DPs

• Stratify “Promotes” clearlyStratify “Promotes” clearly

• Word changes after MLR OK--even necessary!Word changes after MLR OK--even necessary!



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DP PRFsDP PRFsFactors to ConsiderFactors to Consider

DP PRFsDP PRFsFactors to ConsiderFactors to Consider

• DP is a clear discriminator to boardDP is a clear discriminator to board

• Integrity of DP is paramountIntegrity of DP is paramount

• ROP should justify award of “DP” or...ROP should justify award of “DP” or...

• Address obvious detractors in narrativeAddress obvious detractors in narrative

• Award Small Group Size “DPs” Award Small Group Size “DPs” judiciously…boards recognize these as judiciously…boards recognize these as “non-competitive” “non-competitive”

• DP is a clear discriminator to boardDP is a clear discriminator to board

• Integrity of DP is paramountIntegrity of DP is paramount

• ROP should justify award of “DP” or...ROP should justify award of “DP” or...

• Address obvious detractors in narrativeAddress obvious detractors in narrative

• Award Small Group Size “DPs” Award Small Group Size “DPs” judiciously…boards recognize these as judiciously…boards recognize these as “non-competitive” “non-competitive”

INSIGHT: DP is NOT Automatic Promotion!

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WHAT THE BOARD SEESWHAT THE BOARD SEESProfessional DevelopmentProfessional Development

WHAT THE BOARD SEESWHAT THE BOARD SEESProfessional DevelopmentProfessional Development

• PME / AAD can significantly impact board PME / AAD can significantly impact board decisionsdecisions

• SECAF MOI tries to keep AAD in perspectiveSECAF MOI tries to keep AAD in perspective

• But so many quality records have it….But so many quality records have it….

• Remarkable when missing Remarkable when missing

• OPTEMPO argument lacks weight OPTEMPO argument lacks weight

• Majority in high OPTEMPO environment have Majority in high OPTEMPO environment have completed AADcompleted AAD

• PME / AAD can significantly impact board PME / AAD can significantly impact board decisionsdecisions

• SECAF MOI tries to keep AAD in perspectiveSECAF MOI tries to keep AAD in perspective

• But so many quality records have it….But so many quality records have it….

• Remarkable when missing Remarkable when missing

• OPTEMPO argument lacks weight OPTEMPO argument lacks weight

• Majority in high OPTEMPO environment have Majority in high OPTEMPO environment have completed AADcompleted AAD

INSIGHT: lack of PME/AAD can negate a DP

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WHAT THE BOARD SEESWHAT THE BOARD SEESWHAT THE BOARD SEESWHAT THE BOARD SEES

• Obvious detractors: No PME/AAD, weak OPRs, Obvious detractors: No PME/AAD, weak OPRs, DOS DOS

• Strong, clear trends of rater stratification / supportStrong, clear trends of rater stratification / support

• Most recent Most recent trendtrend of stratification of stratification

• TrendTrend of job / school recommendations of job / school recommendations

• SR ownership / enthusiasm for rateeSR ownership / enthusiasm for ratee

• Duty titles / job descriptions that convey Duty titles / job descriptions that convey progression, scope of responsibility progression, scope of responsibility

• Often differentiate impactOften differentiate impact

• Obvious detractors: No PME/AAD, weak OPRs, Obvious detractors: No PME/AAD, weak OPRs, DOS DOS

• Strong, clear trends of rater stratification / supportStrong, clear trends of rater stratification / support

• Most recent Most recent trendtrend of stratification of stratification

• TrendTrend of job / school recommendations of job / school recommendations

• SR ownership / enthusiasm for rateeSR ownership / enthusiasm for ratee

• Duty titles / job descriptions that convey Duty titles / job descriptions that convey progression, scope of responsibility progression, scope of responsibility

• Often differentiate impactOften differentiate impact

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WHAT THE BOARD SEESWHAT THE BOARD SEESBoard InsightsBoard Insights


• ““DPs” should only go to “DP quality” recordsDPs” should only go to “DP quality” records• Indicate awareness of unique situationsIndicate awareness of unique situations

• ““DNP” PRFs: Explain exactly “Why Not”DNP” PRFs: Explain exactly “Why Not”• Stratify rankings…but do so consciouslyStratify rankings…but do so consciously

• Highlight significant achievements…previous BPZHighlight significant achievements…previous BPZ

• Chronological PRFs are easiest to followChronological PRFs are easiest to follow• Officers can prevent many record errorsOfficers can prevent many record errors

• Letters to the board--be concise, appropriate toneLetters to the board--be concise, appropriate tone

• ““DPs” should only go to “DP quality” recordsDPs” should only go to “DP quality” records• Indicate awareness of unique situationsIndicate awareness of unique situations

• ““DNP” PRFs: Explain exactly “Why Not”DNP” PRFs: Explain exactly “Why Not”• Stratify rankings…but do so consciouslyStratify rankings…but do so consciously

• Highlight significant achievements…previous BPZHighlight significant achievements…previous BPZ

• Chronological PRFs are easiest to followChronological PRFs are easiest to follow• Officers can prevent many record errorsOfficers can prevent many record errors

• Letters to the board--be concise, appropriate toneLetters to the board--be concise, appropriate tone

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Senior Rater’s Credibility is on the LineSenior Rater’s Credibility is on the Line

• Don’t stretch the truthDon’t stretch the truth


• Be careful about having multiple “#1s”Be careful about having multiple “#1s”

• Enthusiasm of PRF should match recent Enthusiasm of PRF should match recent

OPRs (especially if SR signs both)OPRs (especially if SR signs both)

• Few can say “best in AF”Few can say “best in AF”

Senior Rater’s Credibility is on the LineSenior Rater’s Credibility is on the Line

• Don’t stretch the truthDon’t stretch the truth


• Be careful about having multiple “#1s”Be careful about having multiple “#1s”

• Enthusiasm of PRF should match recent Enthusiasm of PRF should match recent

OPRs (especially if SR signs both)OPRs (especially if SR signs both)

• Few can say “best in AF”Few can say “best in AF”

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Positive IndicatorsPositive Indicators• Consistent “Firewall” 5s; solid senior rater promote statementsConsistent “Firewall” 5s; solid senior rater promote statements

• Reporting chain quantification or stratificationReporting chain quantification or stratification

• My #1,2, or 3 of XXX” were most impressiveMy #1,2, or 3 of XXX” were most impressive• Numbers beyond #3 were not as significant...unless at a large unit Numbers beyond #3 were not as significant...unless at a large unit

• Top 1% bullets firmly said Chief potentialTop 1% bullets firmly said Chief potential• Top 5% - 10% for those serving in grades limited to top 2% and Top 5% - 10% for those serving in grades limited to top 2% and

competing for top 1% of enlisted force sent mixed signalcompeting for top 1% of enlisted force sent mixed signal

• ““One of my best” viewed as not very strong...nor very weakOne of my best” viewed as not very strong...nor very weak• It told me to look deeper It told me to look deeper

• Bullets that emphasized impact to the largest of groups made Bullets that emphasized impact to the largest of groups made the largest promotion board impact the largest promotion board impact

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Positive IndicatorsPositive Indicators• EPRs closest to top weighted greatest…SMSgt EPRs, so onEPRs closest to top weighted greatest…SMSgt EPRs, so on

• SSgt/TSgt EPRs showed record of sustained excellence (or not)SSgt/TSgt EPRs showed record of sustained excellence (or not)

• Comments with large group and scope of responsibility Comments with large group and scope of responsibility

• The bigger or more diverse the better with “measurable” achievementsThe bigger or more diverse the better with “measurable” achievements

• Leading teams outside normal chain of command Leading teams outside normal chain of command

• Tiger teams, etc….involvement outside normal area of AFSC expertiseTiger teams, etc….involvement outside normal area of AFSC expertise

• ““Outstanding” inspection ratings/team comments praising programs and Outstanding” inspection ratings/team comments praising programs and team leadership sent a very strong message team leadership sent a very strong message

• Supervision over diverse personnel populationSupervision over diverse personnel population

• AMN/NCOs/SNCOs/civilians/volunteers/contractorsAMN/NCOs/SNCOs/civilians/volunteers/contractors

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Positive IndicatorsPositive Indicators• Decorations of MSM at regular PCS or extended tours; expectedDecorations of MSM at regular PCS or extended tours; expected

• Excellence at PME, especially if repeat winner (SNCOA/NCOA) Excellence at PME, especially if repeat winner (SNCOA/NCOA)

• Education; most had CCAF/AA degreeEducation; most had CCAF/AA degree

• Higher degree OK, but only strengthened an already strong record Higher degree OK, but only strengthened an already strong record

• Community Community leadershipleadership….not just participation or involvement….not just participation or involvement

• Top 3 organization officers, AFSA/NCOA elected officers, booster or Top 3 organization officers, AFSA/NCOA elected officers, booster or morale club officials, community leadership positionsmorale club officials, community leadership positions

• History of leadership positions throughout a career was a big plusHistory of leadership positions throughout a career was a big plus

• Awards served as discriminators between outstanding peopleAwards served as discriminators between outstanding people

• Pointed to or quantified the “best of the best” Pointed to or quantified the “best of the best”

• SSgt/TSgt awards says person dedicated to excellence early in careerSSgt/TSgt awards says person dedicated to excellence early in career

• Annual career field awards at MAJCOM/AF viewed very favorably Annual career field awards at MAJCOM/AF viewed very favorably

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Positive IndicatorsPositive Indicators• Consistent job and career progression across a wing…. across Consistent job and career progression across a wing…. across

MAJCOMs...and across the Air Force (other bases)MAJCOMs...and across the Air Force (other bases)

• Serving in jobs normally filled by Chiefs Serving in jobs normally filled by Chiefs

• Special duty assignments or jobs also served as delineatorsSpecial duty assignments or jobs also served as delineators

• As long as time spent in these duties was not excessive As long as time spent in these duties was not excessive

• Different jobs helped expand abilities and contributions to the Air ForceDifferent jobs helped expand abilities and contributions to the Air Force• First sergeant, recruiters, MTIs, MTAs, PME instructors/commandantsFirst sergeant, recruiters, MTIs, MTAs, PME instructors/commandants

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Not So Positive IndicatorsNot So Positive Indicators

• Obvious 4 or lower EPR or 5 EPR with front side mark downs Obvious 4 or lower EPR or 5 EPR with front side mark downs

• EPRs EPRs withoutwithout Senior Rater Indorsement Senior Rater Indorsement• Board being told “don’t promote”…and none were Board being told “don’t promote”…and none were

• Further back from top the “not so good” EPR...better the score Further back from top the “not so good” EPR...better the score • If EPRs closer to top showed an appropriate turnaround If EPRs closer to top showed an appropriate turnaround

• Senior raters (SRs) with multiple #1sSenior raters (SRs) with multiple #1s• We could understand perhaps two #1s over a year with different We could understand perhaps two #1s over a year with different

report close-out dates….but actually saw some SRs with half a report close-out dates….but actually saw some SRs with half a dozen #1s dozen #1s

• Those with many years at same baseThose with many years at same base• Did not show much desire to broaden career perspectiveDid not show much desire to broaden career perspective

• Too much time at jobs with little or no supervision/leadershipToo much time at jobs with little or no supervision/leadership• Those that choose to remain in one-deep slots beyond normal Those that choose to remain in one-deep slots beyond normal

tours tours

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Not So Positive IndicatorsNot So Positive Indicators• No decoration after tour or lower than “normal” decorationNo decoration after tour or lower than “normal” decoration

• Levels of decorations beyond (or below) norm throughout careerLevels of decorations beyond (or below) norm throughout career

• EPRs with lackluster duty achievements or accomplishmentsEPRs with lackluster duty achievements or accomplishments

• No CCAF Degree; indicated lack of self-improvement desire No CCAF Degree; indicated lack of self-improvement desire

• Innovatively worded job titles, job descriptions, decoration citations Innovatively worded job titles, job descriptions, decoration citations

• Flowery titles meant little...its what’s done on the job that really countsFlowery titles meant little...its what’s done on the job that really counts

• AFSC or profession specific terms caused some difficultyAFSC or profession specific terms caused some difficulty

• There can not be someone from every AFSC on every panelThere can not be someone from every AFSC on every panel

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Other Personal Tidbit Other Personal Tidbit

• I very much disliked “witty” writing stylesI very much disliked “witty” writing styles

• “ “My top draft choice…or my quarterback” My top draft choice…or my quarterback”

• “ “Gets touchdown, home-run every time...MVP”Gets touchdown, home-run every time...MVP”

• “ “My pinch-hitter in the clutch”My pinch-hitter in the clutch”

• Comments like these did not set the professional tone I Comments like these did not set the professional tone I would expect in the official records of individuals competing would expect in the official records of individuals competing for the top enlisted grade of our nationfor the top enlisted grade of our nation

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EPR EXAMPLESEPR EXAMPLESEPR EXAMPLESEPR EXAMPLES

(W) - Aggressively ensure applications are (W) - Aggressively ensure applications are submitted within Air Force guidelines and timesubmitted within Air Force guidelines and time

(S) - Aggressive management of maintenance (S) - Aggressive management of maintenance inspection resulted in 99% up-time ratesinspection resulted in 99% up-time rates

-- USAFE ORI “outstanding” in equipment -- USAFE ORI “outstanding” in equipment reliabilityreliability

(W) - Aggressively ensure applications are (W) - Aggressively ensure applications are submitted within Air Force guidelines and timesubmitted within Air Force guidelines and time

(S) - Aggressive management of maintenance (S) - Aggressive management of maintenance inspection resulted in 99% up-time ratesinspection resulted in 99% up-time rates

-- USAFE ORI “outstanding” in equipment -- USAFE ORI “outstanding” in equipment reliabilityreliability

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EPR EXAMPLESEPR EXAMPLESEPR EXAMPLESEPR EXAMPLES

(W) - Led subordinates to improve leave (W) - Led subordinates to improve leave processing by establishing a system whereby processing by establishing a system whereby leaves can be processed via telephoneleaves can be processed via telephone

(S) - Turned around “broken” leave processing (S) - Turned around “broken” leave processing system…paperwork simplified, automation system…paperwork simplified, automation maximized…accountability rates now over 90%maximized…accountability rates now over 90%

(W) - Led subordinates to improve leave (W) - Led subordinates to improve leave processing by establishing a system whereby processing by establishing a system whereby leaves can be processed via telephoneleaves can be processed via telephone

(S) - Turned around “broken” leave processing (S) - Turned around “broken” leave processing system…paperwork simplified, automation system…paperwork simplified, automation maximized…accountability rates now over 90%maximized…accountability rates now over 90%

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OPR EXAMPLESOPR EXAMPLESOPR EXAMPLESOPR EXAMPLES

(W) - Great job handling several unit change-of-(W) - Great job handling several unit change-of-command ceremonies…attention to detail evidentcommand ceremonies…attention to detail evident

(S) - Protocol ace--orchestrated four squadron (S) - Protocol ace--orchestrated four squadron change-of-command ceremonies…all picture change-of-command ceremonies…all picture perfect, wing/cc said “best seen”perfect, wing/cc said “best seen”

(W) - Great job handling several unit change-of-(W) - Great job handling several unit change-of-command ceremonies…attention to detail evidentcommand ceremonies…attention to detail evident

(S) - Protocol ace--orchestrated four squadron (S) - Protocol ace--orchestrated four squadron change-of-command ceremonies…all picture change-of-command ceremonies…all picture perfect, wing/cc said “best seen”perfect, wing/cc said “best seen”

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OPR EXAMPLESOPR EXAMPLESOPR EXAMPLESOPR EXAMPLES

(W) - Great job planning largest deployment (W) - Great job planning largest deployment exercise to date. Passenger flow, beddown and exercise to date. Passenger flow, beddown and training maximizedtraining maximized

(S) - Crucial planner in 600 person deployment (S) - Crucial planner in 600 person deployment exercise--wing’s largest to date. Pax flow, exercise--wing’s largest to date. Pax flow, beddown flawless, training effectiveness up 15%beddown flawless, training effectiveness up 15%

(W) - Great job planning largest deployment (W) - Great job planning largest deployment exercise to date. Passenger flow, beddown and exercise to date. Passenger flow, beddown and training maximizedtraining maximized

(S) - Crucial planner in 600 person deployment (S) - Crucial planner in 600 person deployment exercise--wing’s largest to date. Pax flow, exercise--wing’s largest to date. Pax flow, beddown flawless, training effectiveness up 15%beddown flawless, training effectiveness up 15%

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OPR EXAMPLESOPR EXAMPLESLast LinesLast Lines

OPR EXAMPLESOPR EXAMPLESLast LinesLast Lines

(W) - Among my best, professional and (W) - Among my best, professional and dedicated…ready for MAJCOM staff and dedicated…ready for MAJCOM staff and resident PMEresident PME

(S) - Top 2% of all officers I’ve known--(S) - Top 2% of all officers I’ve known--extraordinary leader--no job too tough…joint extraordinary leader--no job too tough…joint duty now then ACSCduty now then ACSC

(S) - #1 major in this wing--mature, visionary, (S) - #1 major in this wing--mature, visionary, natural leader. ACSC now then tough joint natural leader. ACSC now then tough joint job!job!

(W) - Among my best, professional and (W) - Among my best, professional and dedicated…ready for MAJCOM staff and dedicated…ready for MAJCOM staff and resident PMEresident PME

(S) - Top 2% of all officers I’ve known--(S) - Top 2% of all officers I’ve known--extraordinary leader--no job too tough…joint extraordinary leader--no job too tough…joint duty now then ACSCduty now then ACSC

(S) - #1 major in this wing--mature, visionary, (S) - #1 major in this wing--mature, visionary, natural leader. ACSC now then tough joint natural leader. ACSC now then tough joint job!job!

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PRF EXAMPLESPRF EXAMPLESOpening LinesOpening Lines

PRF EXAMPLESPRF EXAMPLESOpening LinesOpening Lines

• (S) - Pure Platinum! Mike’s proven he can star in (S) - Pure Platinum! Mike’s proven he can star in any job / master any challenge--most dedicated any job / master any challenge--most dedicated I’ve ever seenI’ve ever seen-- Shines in competition--ROTC DG; SOS DG and -- Shines in competition--ROTC DG; SOS DG and

Outstanding Contributor; top-third graduate at ACSCOutstanding Contributor; top-third graduate at ACSC

• (S) - Jane is my top major, my #1 support SQ/CC; a (S) - Jane is my top major, my #1 support SQ/CC; a franchise player even better than her awesome franchise player even better than her awesome recordrecord-- DG top 2% ACSC, DG Adv Comm Officer Trng; ‘94 -- DG top 2% ACSC, DG Adv Comm Officer Trng; ‘94

PACAF CGOY, Honors/4.0 GPA AFIT MAPACAF CGOY, Honors/4.0 GPA AFIT MA

• (W) - Joe has risen to the top in every (W) - Joe has risen to the top in every assignment…praise abounds for this outstanding assignment…praise abounds for this outstanding officer and chaplainofficer and chaplain

• (S) - Pure Platinum! Mike’s proven he can star in (S) - Pure Platinum! Mike’s proven he can star in any job / master any challenge--most dedicated any job / master any challenge--most dedicated I’ve ever seenI’ve ever seen-- Shines in competition--ROTC DG; SOS DG and -- Shines in competition--ROTC DG; SOS DG and

Outstanding Contributor; top-third graduate at ACSCOutstanding Contributor; top-third graduate at ACSC

• (S) - Jane is my top major, my #1 support SQ/CC; a (S) - Jane is my top major, my #1 support SQ/CC; a franchise player even better than her awesome franchise player even better than her awesome recordrecord-- DG top 2% ACSC, DG Adv Comm Officer Trng; ‘94 -- DG top 2% ACSC, DG Adv Comm Officer Trng; ‘94

PACAF CGOY, Honors/4.0 GPA AFIT MAPACAF CGOY, Honors/4.0 GPA AFIT MA

• (W) - Joe has risen to the top in every (W) - Joe has risen to the top in every assignment…praise abounds for this outstanding assignment…praise abounds for this outstanding officer and chaplainofficer and chaplain

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PRF EXAMPLESPRF EXAMPLESLast LinesLast Lines

PRF EXAMPLESPRF EXAMPLESLast LinesLast Lines

• (S) - None better, period. Destined for top (S) - None better, period. Destined for top command and technical duties--Definitely command and technical duties--Definitely Promote, pick for NWC!Promote, pick for NWC!

• (S) - My #1 choice for Lt Col, 150% ready--(S) - My #1 choice for Lt Col, 150% ready--definitely promote now! Must be a flying definitely promote now! Must be a flying Sq/CC--then NWCSq/CC--then NWC

• (W) - Superb capable leadership coupled with (W) - Superb capable leadership coupled with precious breadth of experience--promoteprecious breadth of experience--promote

• (W) - Accelerated Protestant program and (W) - Accelerated Protestant program and worship service; increased chapel attendance worship service; increased chapel attendance in time of downsizingin time of downsizing

• (S) - None better, period. Destined for top (S) - None better, period. Destined for top command and technical duties--Definitely command and technical duties--Definitely Promote, pick for NWC!Promote, pick for NWC!

• (S) - My #1 choice for Lt Col, 150% ready--(S) - My #1 choice for Lt Col, 150% ready--definitely promote now! Must be a flying definitely promote now! Must be a flying Sq/CC--then NWCSq/CC--then NWC

• (W) - Superb capable leadership coupled with (W) - Superb capable leadership coupled with precious breadth of experience--promoteprecious breadth of experience--promote

• (W) - Accelerated Protestant program and (W) - Accelerated Protestant program and worship service; increased chapel attendance worship service; increased chapel attendance in time of downsizingin time of downsizing

35

THOUGHTSTHOUGHTSTHOUGHTSTHOUGHTS

• You must teach Flt/CCs and SNCOs how to You must teach Flt/CCs and SNCOs how to write EPRs / OPRs / PRFs effectivelywrite EPRs / OPRs / PRFs effectively

• Focus on impact / resultsFocus on impact / results

• Efficiency, savings, time, moneyEfficiency, savings, time, money

• Final lines of EPRs / OPRs / PRFs crucialFinal lines of EPRs / OPRs / PRFs crucial

• Include Include allall relevant recommendations relevant recommendations

• You must teach Flt/CCs and SNCOs how to You must teach Flt/CCs and SNCOs how to write EPRs / OPRs / PRFs effectivelywrite EPRs / OPRs / PRFs effectively

• Focus on impact / resultsFocus on impact / results

• Efficiency, savings, time, moneyEfficiency, savings, time, money

• Final lines of EPRs / OPRs / PRFs crucialFinal lines of EPRs / OPRs / PRFs crucial

• Include Include allall relevant recommendations relevant recommendations

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• Specify:Specify:• Resident PME vs actual schoolResident PME vs actual school• Special programs….AFIT/internSpecial programs….AFIT/intern• Command…if appropriateCommand…if appropriate

• StratifyStratify• ID relative standing if significantID relative standing if significant• My #1...My best...Top 1%...Best seen…My #1...My best...Top 1%...Best seen…• #1 of 24 IPZ elig, #2 of my 270 Majors…#1 of 24 IPZ elig, #2 of my 270 Majors…

• Specify:Specify:• Resident PME vs actual schoolResident PME vs actual school• Special programs….AFIT/internSpecial programs….AFIT/intern• Command…if appropriateCommand…if appropriate

• StratifyStratify• ID relative standing if significantID relative standing if significant• My #1...My best...Top 1%...Best seen…My #1...My best...Top 1%...Best seen…• #1 of 24 IPZ elig, #2 of my 270 Majors…#1 of 24 IPZ elig, #2 of my 270 Majors…

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• Assess your officers…independent of boardsAssess your officers…independent of boards

• Know the top, 2nd, 3rd level rankingsKnow the top, 2nd, 3rd level rankings

• Review entire record when doing OPRs, PRFsReview entire record when doing OPRs, PRFs

• At least, know what you said last year!At least, know what you said last year!

• Know Professional Development requirementsKnow Professional Development requirements

• Assess your officers…independent of boardsAssess your officers…independent of boards

• Know the top, 2nd, 3rd level rankingsKnow the top, 2nd, 3rd level rankings

• Review entire record when doing OPRs, PRFsReview entire record when doing OPRs, PRFs

• At least, know what you said last year!At least, know what you said last year!

• Know Professional Development requirementsKnow Professional Development requirements

Don’t be among the hundreds of “I didn’t know / realize” appeals we review every year!

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TIME FORTIME FOR A A

10 MINUTE BREAK!10 MINUTE BREAK!(if required)(if required)

TIME FORTIME FOR A A

10 MINUTE BREAK!10 MINUTE BREAK!(if required)(if required)

THE OFFICER EVALUATION THE OFFICER EVALUATION SYSTEMSYSTEM

(OES)(OES)

• FEEDBACKFEEDBACK

• PERFORMANCEPERFORMANCE

• PROMOTIONPROMOTION• OUTLOOKOUTLOOK

• OPORTUNITY / SELECTIONOPORTUNITY / SELECTION

• MLR AND BOARD PROCESSMLR AND BOARD PROCESS

• FEEDBACKFEEDBACK

• PERFORMANCEPERFORMANCE

• PROMOTIONPROMOTION• OUTLOOKOUTLOOK

• OPORTUNITY / SELECTIONOPORTUNITY / SELECTION

• MLR AND BOARD PROCESSMLR AND BOARD PROCESS

Not everyone is your #1 Major

How to tell the Selection Board and the officer

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OFFICER PERFORMANCE OFFICER PERFORMANCE FEEDBACKFEEDBACK

OFFICER PERFORMANCE OFFICER PERFORMANCE FEEDBACKFEEDBACK

• Private and Informal FeedbackPrivate and Informal Feedback

• AF Requirement and foundation of OESAF Requirement and foundation of OES

• Provides officer with “how’s it going”Provides officer with “how’s it going”

• Form is NOT retained in recordsForm is NOT retained in records

• Only date of feedback is placed on OPROnly date of feedback is placed on OPR

• Provides performance expectations and Provides performance expectations and

resultsresults

• Private and Informal FeedbackPrivate and Informal Feedback

• AF Requirement and foundation of OESAF Requirement and foundation of OES

• Provides officer with “how’s it going”Provides officer with “how’s it going”

• Form is NOT retained in recordsForm is NOT retained in records

• Only date of feedback is placed on OPROnly date of feedback is placed on OPR

• Provides performance expectations and Provides performance expectations and

resultsresults

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OFFICER PERFORMANCE OFFICER PERFORMANCE REPORTREPORT

OFFICER PERFORMANCE OFFICER PERFORMANCE REPORTREPORT

• Tool to document performance / achievementTool to document performance / achievement

• Comments only from rater/additional raterComments only from rater/additional rater

• Review by Senior RaterReview by Senior Rater

• Permanent part--Record of Performance Permanent part--Record of Performance (ROP)(ROP)

• Some early confusion--resolved over timeSome early confusion--resolved over time

• Veiled promotion statementsVeiled promotion statements

• PME, next job recommendationsPME, next job recommendations

• Tool to document performance / achievementTool to document performance / achievement

• Comments only from rater/additional raterComments only from rater/additional rater

• Review by Senior RaterReview by Senior Rater

• Permanent part--Record of Performance Permanent part--Record of Performance (ROP)(ROP)

• Some early confusion--resolved over timeSome early confusion--resolved over time

• Veiled promotion statementsVeiled promotion statements

• PME, next job recommendationsPME, next job recommendations

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PROMOTION PROMOTION RECOMMENDATION FORMRECOMMENDATION FORM

PROMOTION PROMOTION RECOMMENDATION FORMRECOMMENDATION FORM

• New tool--highlights career achievementsNew tool--highlights career achievements

• Sr Rater opportunity to communicate to boardSr Rater opportunity to communicate to board

• Prepared only before promotion boardPrepared only before promotion board

• Not a permanent part of ROPNot a permanent part of ROP

• All important: DP, P, DNP recommendationsAll important: DP, P, DNP recommendations

• DP a powerful indicator, but DP a powerful indicator, but notnot a sure bet a sure bet

• P select rate “controlled”...ensure acceptabilityP select rate “controlled”...ensure acceptability

• New tool--highlights career achievementsNew tool--highlights career achievements

• Sr Rater opportunity to communicate to boardSr Rater opportunity to communicate to board

• Prepared only before promotion boardPrepared only before promotion board

• Not a permanent part of ROPNot a permanent part of ROP

• All important: DP, P, DNP recommendationsAll important: DP, P, DNP recommendations

• DP a powerful indicator, but DP a powerful indicator, but notnot a sure bet a sure bet

• P select rate “controlled”...ensure acceptabilityP select rate “controlled”...ensure acceptability

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PROMOTION OUTLOOKPROMOTION OUTLOOKThe Reality of the “Promotion Pyramid”The Reality of the “Promotion Pyramid”

100 2nd Lieutenants

97 1st Lieutenants

86 Captains

45 Majors

28 Lt Cols

10Cols

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PROMOTION OPPORTUNITY PROMOTION OPPORTUNITY “Definitely Promote” IPZ/APZ Allocations“Definitely Promote” IPZ/APZ Allocations

PROMOTION TO:PROMOTION TO: DEFINITELY PROMOTE DEFINITELY PROMOTE ALLOCATIONSALLOCATIONS

65%65%

40%40% 45% 45%

25%25%

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PROMOTION TIMELINESPROMOTION TIMELINESOfficer vs EnlistedOfficer vs Enlisted

PROMOTION TIMELINESPROMOTION TIMELINESOfficer vs EnlistedOfficer vs Enlisted

0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22

2LT 1LT CAPT MAJ LT COL COL 2yrs 4yrs 11.33yrs 16.25yrs 21.5yrs

AB Amn A1C SrA SSgt TSgt MSgt SMSgt CMSgt 5yrs 1.25yrs 3yrs 6.8 yrs 14.1yrs 16.5yrs 19.8yrs 21.9yrs

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PROMOTION OPPORTUNITYPROMOTION OPPORTUNITY“Promote”“Promote”

PROMOTION TO: PROMOTION TO: IPZ LIKELIHOODIPZ LIKELIHOOD OF PROMOTIONOF PROMOTION

40%40%

35%35%

25%25%

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MLR VS CENTRAL BOARDMLR VS CENTRAL BOARDMLR VS CENTRAL BOARDMLR VS CENTRAL BOARD

MLRMLR

• REVIEW ALL I/APZ PRFs REVIEW ALL I/APZ PRFs FOR QUALITY REVIEW; FOR QUALITY REVIEW; AWARD AGGREGATE AND AWARD AGGREGATE AND CARRY OVER DPsCARRY OVER DPs

• USAFE SENIOR RATERS; USAFE SENIOR RATERS; NON-LINE INCLUDES A NON-LINE INCLUDES A CORPS REPCORPS REP

• CURRENT PRF; ALL CURRENT PRF; ALL OPRs/TRs; DUTY HISTORY OPRs/TRs; DUTY HISTORY BRIEF (AAD NOT MASKED)BRIEF (AAD NOT MASKED)

MLRMLR

• REVIEW ALL I/APZ PRFs REVIEW ALL I/APZ PRFs FOR QUALITY REVIEW; FOR QUALITY REVIEW; AWARD AGGREGATE AND AWARD AGGREGATE AND CARRY OVER DPsCARRY OVER DPs

• USAFE SENIOR RATERS; USAFE SENIOR RATERS; NON-LINE INCLUDES A NON-LINE INCLUDES A CORPS REPCORPS REP

• CURRENT PRF; ALL CURRENT PRF; ALL OPRs/TRs; DUTY HISTORY OPRs/TRs; DUTY HISTORY BRIEF (AAD NOT MASKED)BRIEF (AAD NOT MASKED)

CENTRAL BOARDCENTRAL BOARD

• SELECT OFFICERS FOR SELECT OFFICERS FOR PROMOTIONPROMOTION

• BROAD SPECTRUM OF BROAD SPECTRUM OF LINE OFFICERS, LINE OFFICERS, MIRRORS ELIGIBLES; MIRRORS ELIGIBLES; NON-LINE INCLUDES A NON-LINE INCLUDES A CORPS REPCORPS REP

• CURRENT PRF; ALL CURRENT PRF; ALL OPRs/TRs; DEC OPRs/TRs; DEC CITATIONS; ART CITATIONS; ART 15/COURTS MARTIAL; 15/COURTS MARTIAL; LETTERS TO BOARD; LETTERS TO BOARD; DUTY HISTORY BRIEF DUTY HISTORY BRIEF (AAD MASKED FOR MAJ)(AAD MASKED FOR MAJ)


• SELECT OFFICERS FOR SELECT OFFICERS FOR PROMOTIONPROMOTION

• BROAD SPECTRUM OF BROAD SPECTRUM OF LINE OFFICERS, LINE OFFICERS, MIRRORS ELIGIBLES; MIRRORS ELIGIBLES; NON-LINE INCLUDES A NON-LINE INCLUDES A CORPS REPCORPS REP

• CURRENT PRF; ALL CURRENT PRF; ALL OPRs/TRs; DEC OPRs/TRs; DEC CITATIONS; ART CITATIONS; ART 15/COURTS MARTIAL; 15/COURTS MARTIAL; LETTERS TO BOARD; LETTERS TO BOARD; DUTY HISTORY BRIEF DUTY HISTORY BRIEF (AAD MASKED FOR MAJ)(AAD MASKED FOR MAJ)

FUNCTION:FUNCTION:

COMPOSITION:COMPOSITION:

WHAT THEY WHAT THEY SEE:SEE:

FUNCTION:FUNCTION:

COMPOSITION:COMPOSITION:

WHAT THEY WHAT THEY SEE:SEE:

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MLR VS CENTRAL BOARDMLR VS CENTRAL BOARDMLR VS CENTRAL BOARDMLR VS CENTRAL BOARD

MLRMLR

• DISCUSS PRFs AND DISCUSS PRFs AND RECORDS OPENLYRECORDS OPENLY

• CAN DISCUSS OFFICER CAN DISCUSS OFFICER IF PERSONAL IF PERSONAL KNOWLEDGEKNOWLEDGE

• CAN MAKE PHONE CAN MAKE PHONE CALLS TO GATHER INFOCALLS TO GATHER INFO

• CAN MARK/PLACE CAN MARK/PLACE STICKERS IN RECORDSTICKERS IN RECORD

• CAN REMOVE RECORD CAN REMOVE RECORD FROM TABLE FOR FROM TABLE FOR CHANGECHANGE

MLRMLR

• DISCUSS PRFs AND DISCUSS PRFs AND RECORDS OPENLYRECORDS OPENLY

• CAN DISCUSS OFFICER CAN DISCUSS OFFICER IF PERSONAL IF PERSONAL KNOWLEDGEKNOWLEDGE

• CAN MAKE PHONE CAN MAKE PHONE CALLS TO GATHER INFOCALLS TO GATHER INFO

• CAN MARK/PLACE CAN MARK/PLACE STICKERS IN RECORDSTICKERS IN RECORD

• CAN REMOVE RECORD CAN REMOVE RECORD FROM TABLE FOR FROM TABLE FOR CHANGECHANGE


• NO DISCUSSION, NO DISCUSSION, UNLESS RESOLVING UNLESS RESOLVING SPLITS OR TIESSPLITS OR TIES

• NO PHONE CALLSNO PHONE CALLS

• CANNOT MARK/ CANNOT MARK/ PLACE STICKER ON PLACE STICKER ON RECORDRECORD

• RECORDS CANNOT RECORDS CANNOT LEAVE THE TABLELEAVE THE TABLE

• NO PERSONAL NO PERSONAL KNOWLEDGE OF KNOWLEDGE OF OFFICER PROVIDED OFFICER PROVIDED TO MEMBERSTO MEMBERS


• NO DISCUSSION, NO DISCUSSION, UNLESS RESOLVING UNLESS RESOLVING SPLITS OR TIESSPLITS OR TIES

• NO PHONE CALLSNO PHONE CALLS

• CANNOT MARK/ CANNOT MARK/ PLACE STICKER ON PLACE STICKER ON RECORDRECORD

• RECORDS CANNOT RECORDS CANNOT LEAVE THE TABLELEAVE THE TABLE

• NO PERSONAL NO PERSONAL KNOWLEDGE OF KNOWLEDGE OF OFFICER PROVIDED OFFICER PROVIDED TO MEMBERSTO MEMBERS

ROES:ROES:

ROES:ROES:

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Promotion Board AnomaliesPromotion Board AnomaliesPromotion Board AnomaliesPromotion 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

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On Closer LookOn Closer LookOn Closer LookOn 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!

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Factors to ConsiderFactors to Consider

Achievement/Impact Achievement/Impact


Achievement/Impact 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.”

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Factors to Consider Factors to Consider

Rater Ownership/StratificationRater Ownership/Stratification

Factors to Consider Factors to Consider

Rater Ownership/StratificationRater Ownership/Stratification- Stratification: Relative Rating of Officers

- Levels of Stratification Emerging

-- Top - My #1 of 12…Finest officer ever known

-- 2d Level…top 10%er!

-- 3d Level…one of my best

-- Lowest level…Outstanding, Superior, etc

INSIGHT: stratification, used full spectrum;very useful message to promotion boards

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RecommendationsRecommendations


RecommendationsRecommendations- 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!

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HELPFUL HINTSHELPFUL HINTSExamples of Inappropriate PRF CommentsExamples of Inappropriate PRF Comments

• "My #1 squadron commander”..."My #1 squadron commander”...another Lt Col had received a "DP"another Lt Col had received a "DP"

• "My best Logistics Group Commander”..."My best Logistics Group Commander”...senior rater only has one senior rater only has one LG commanderLG commander

• "Has the experience and ability to be a regional CINC"..."Has the experience and ability to be a regional CINC"...veiled veiled promotion recommendation to a grade higher than which he's being promotion recommendation to a grade higher than which he's being consideredconsidered

• "Received a "DP" BPZ two consecutive years”..."Received a "DP" BPZ two consecutive years”...cannot make cannot make reference to previous PRF ratingsreference to previous PRF ratings

• Top 1% of all my Majors -- Top 1% of all my Majors -- senior rater gave out 2 DPs senior rater gave out 2 DPs already….must have 300 Majors in wing to make this statement!already….must have 300 Majors in wing to make this statement!

• ““Member respectfully requests non-consideration for promotion”Member respectfully requests non-consideration for promotion” ...it ...it is not the senior rater’s role to inform board of member’s desiresis not the senior rater’s role to inform board of member’s desires

• ““Attended AFIT and ISS in residence”…Attended AFIT and ISS in residence”…cannot mention attendance cannot mention attendance to/completion of ADD or PME, unless significant accomplishmentto/completion of ADD or PME, unless significant accomplishment

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• PROMOTION OPPORTUNITY RISING / BOARDS PROMOTION OPPORTUNITY RISING / BOARDS ACCELERATEDACCELERATED

• MORE DEFERRED CAPTS CONTINUED MORE DEFERRED CAPTS CONTINUED

• NO SEP PAY FOR OFFICERS TWICE NON-SELECTED NO SEP PAY FOR OFFICERS TWICE NON-SELECTED BECAUSE THEY COMMUNICATED TO BOARDBECAUSE THEY COMMUNICATED TO BOARD

• BG (S)/(SEL) FOR SIGNATURE BLOCK ON PRFs / BG (S)/(SEL) FOR SIGNATURE BLOCK ON PRFs / OPRs / EPRsOPRs / EPRs

• GRADE APPROPRIATE, MULTIPLE ASSIGNMENT GRADE APPROPRIATE, MULTIPLE ASSIGNMENT RECOMMENDATIONS RECOMMENDATIONS NOW ALLOWEDNOW ALLOWED ON OPRs ON OPRs

SUMMARY OFSUMMARY OF OES/EES CHANGES OES/EES CHANGES

PERFORMANCE REPORTS UNCLASSIFIED Supt, Board Secretariat.

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