CHARLESTON AIR FORCE BASE, S.C. –
Team Charleston, providing constructive feedback to our Airmen is absolutely essential to their growth and development.
Without meaningful feedback, Airmen are unaware of how their performance lines up with the standards and their rater's expectations. Taking time to discuss objectives, standards and behavior with a member relative to their performance ensures they get the feedback they need to succeed. The Air Force found feedback so important to the growth of Airmen that it was made a mandatory part of our evaluation system.
In 1990, concerns of over-inflated ratings caused our evaluation system to transition from the old narrative Airman Performance Report, with a promotion recommendation rating of one to nine, to the bulleted Enlisted Performance Report with a promotion recommendation rating of one to five. Although the EPR was an improvement, over time, a pattern of over-inflated ratings reappeared.
Well, it is time to readdress performance reporting again. However, this time, instead of a performance report with a promotion recommendation rating, the new system uses a performance report with a rating that is actually based on an individual's performance.
One of the intents of the change in performance reporting is to resolve over-inflated ratings. On Aug. 1, the Air Force introduced the new Performance Feedback Worksheet and EPR forms that support the change. The new forms were designed to better compliment each other and they both have the same six areas for feedback and assessment.
When used properly, the feedback should provide an indication of how the Airman being rated is meeting the expectation of the rater with recommendations for improvement. To avoid over-inflated ratings, the performance assessment should accurately reflect the Airman's performance on the front of the EPR and the overall performance assessment should be consistent with the word picture on the back of the form -- poor (1), needs improvement (2), average (3), above average (4), truly among the best (5).
The biggest question supervisors have concerning the new system is, what happens when they rate their people accurately and supervisors at other units continue to over-inflate ratings? The answer is simple. As Airmen, our responsibility is to perform our duties to the best of our ability. As supervisors, our responsibility is to provide constructive feedback to our subordinates and accurately report their performance in a manner that is consistent with the new reporting system.
If we do it right, our feedback will promote improved performance, which will make performance reporting straightforward and easy to anticipate. Members will know what to expect as they grow and develop professionally.
It is up to us, as supervisors and leaders, to make this new system work. We have to ensure that our subordinates understand it is their performance that determines the ratings they receive.
I believe if we are honest with our Airmen concerning their performance, this rating system will better serve both the individual and the Air Force.
Team Charleston - Take the Fight to the Enemy!