Performance
Feedback
Overview
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Purpose / Objective
Types of Feedback
Feedback Process
Rater Errors
Avoiding Rater Errors
Requirements
Feedback Forms
Purpose of Performance Feedback
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)
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
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Day-to-Day
Types of Feedback
• Performance Feedback Session
- Scheduled
- Documented
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
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Don’t want to hurt feelings
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More lenient when facing ratee
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Applying personal standards
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Don’t want to impact career
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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)
Rater Errors
Limited Observation and Poor Recall
–Stereotypes
–Overlook improvement on
past performance
–Judged on most recent
experiences rather than
performance during the
entire period
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:
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Within 60 days of being assigned a rater
Sets “ground rules”
Colonel and below
All Enlisted
Requirements
– Midterm Feedback:
• Midway between the time supervision began
and the projected performance report
• AB through SMSgt
• 2d Lt through Lt Col
Airman
Basic
Requirements
– Follow-up Feedback:
• Occurs in conjunction with the close out of a
performance report
• AB through CMSgt
• 2d Lt through Col
Airman
Basic
Requirements
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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
Initial (w/in 60 days)
Midterm (mid-way)
• AB-CMSgt
• 2Lt-Col
• AB-SMSgt
• 2Lt-Lt Col
Follow-up --------->
OPR/EPR
• AB-CMSgt
• 2Lt-Col
• Close-out Date
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 931
AB thru TSgt
Front
Back
AF Form 932
MSgt thru CMSgt
Front
Back
AF Form 724
Lt 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
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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
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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
AF Forms 931, 932 and 724
• Supervisor required to give specific
indication of performance
Example
AF Form
932
Example
AF Form
724
Summary
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Purpose / Objective
Types of Feedback
Feedback Process
Rater Errors
Avoiding Rater Errors
Requirements
Feedback Forms
“Limited expectations yield only limited results.”
Susan Laurson Willig