6.2 Performance Evaluations & the EPB

What the Evaluation System Is For

AFH 1 states the design intent: the performance evaluation system "is designed to provide a reliable, long-term, cumulative record of performance and potential." The key aspect is how well the individual does his or her job, and supervisors must help subordinates understand their strengths and weaknesses and how their efforts contribute to the mission.

The Four Objectives

1. Effectively communicate performance standards and expectations and provide meaningful feedback on how they are being upheld
2. Provide a reliable, long-term, cumulative record of performance and promotion potential based on that performance
3. Provide sound information to assist in making talent management decisions
4. Document in the permanent record any substantiated allegation of a sex-related offense against an Airman, regardless of grade, that results in conviction by court-martial, non-judicial punishment, or other adverse administrative action

Handling and Classification

Evaluations are "Controlled Unclassified Information" forms and must be marked, protected, and accessed accordingly. The office with custodial responsibility determines whether a requestor's official duties require access.

The classification rule is a reliable item. Do not enter classified information in any section of the evaluation, including attachments, referral documents, and endorsements to referral documents. If an entry would release classified information, use the word "Data Masked" in its place. Where the evaluator is assigned to a classified organization or location, enter "Data Masked" for organization nomenclature and nothing more.

Detailed formatting, rater/evaluator, higher level reviewer, senior rater, content, and acronym rules live in AFI 36-2406, Officer and Enlisted Evaluation Systems.

Forms and Briefs

AFH 1 lists the documents used to record performance and potential. These are considered for promotion recommendations, selections or propriety actions, selective continuations, involuntary separations, selective early retirements, assignments, school nominations and selections, and other management decisions.

The key modern point for PFE candidates: the enlisted product of record is the Enlisted Performance Brief (EPB), generated through the Airman Leadership Qualities evaluation in myEval. The AF Form 716 is the offline fallback and requires an exception to policy — an item offering the 716 as the routine enlisted product is wrong.

Which form applies is determined by the ratee's grade or projected grade on the static close-out date.

Responsibilities

Unit commanders ensure supervisors are properly trained and educated on how to write a performance evaluation. They must also conduct a record review of all personnel assigned to or transferred into the command to ensure knowledge of any history of sex-related offenses resulting in court-martial conviction, non-judicial punishment, or other adverse administrative action — so that repeat offenses do not escape the notice of current, subsequent, or higher-level commanders. AFH 1 adds two constraints: the review is conducted by the immediate commander at the lowest unit level, and these responsibilities will not be delegated.

Raters, reviewers, senior raters, and higher level reviewers must consider the contents of Unfavorable Information Files or Personal Information Files when preparing an evaluation, and must assess what the ratee did, how well he or she did it, and the ratee's potential based on that performance throughout the rating period.

Ratees must review evaluations before they become a matter of record — the time to catch typos, spelling errors, and inaccurate data. The signature rule is one of the most commonly missed facts in Chapter 8:

When the ratee signs the evaluation, he or she is not concurring with the content, but rather acknowledging receipt of the completed evaluation and certifying they have reviewed the evaluation for administrative errors.

If the ratee disagrees with comments or ratings, the ratee may file an appeal after the evaluation becomes a matter of record.

Documenting Performance

Include at least one performance statement in each section of the evaluation. AFH 1 defines the structure precisely:

A performance statement is a standalone sentence that must include two elements: (1) the behavior or action taken by an Airman, and (2) the impact, results, or outcome of that behavior or action.

Action plus impact. An item offering three elements, or offering "action, impact, and future potential," is wrong.

Adverse Information

The expectation is fair and equal treatment of all, and enforcement of the same behavior in subordinates. AFH 1 is blunt: "Failure to document misconduct that deviates from the core values of the USAF is a disservice to all Airmen who serve with honor and distinction."

Comments must be specific, outlining the event and any corrective action taken. AFH 1 gives examples on both sides:

The eight considerations when assessing misconduct, phrased in AFH 1 as questions:

1. Impact on the USAF as an institution — did it bring discredit on the USAF?
2. Impact on, and relationship to, the ratee's duties — did it affect their ability to fulfill assigned duties?
3. Impact on the USAF mission — did the mission suffer? Was unit morale affected?
4. Grade, assignment, and experience of the ratee — is the ratee in a sensitive job? Did the ratee know better?
5. Number of separate violations and frequency — isolated or repeated?
6. Consequences — did it result in death, injury, or loss of or damage to property?
7. Other dissimilar acts of misconduct during the period — is a pattern being established?
8. Unique, unusual, or extenuating circumstances — was it willful and unprovoked, or were there aggravating factors?

Adverse Actions Defined

An adverse action includes reportable civilian offenses or convictions, other than convictions for motor vehicle violations that do not require a court appearance. Convictions required to be reported are:

1. Any finding of guilt
2. Any plea of guilty
3. Any plea of no contest or nolo contendere
4. Any plea of guilty in exchange for a deferred prosecution or diversion program
5. Any other similar disposition of civilian criminal charges

Complaints of sex-related offenses resulting in court-martial conviction, non-judicial punishment, or adverse administrative action require a mandatory notation on the member's next performance report or training report and promotion recommendation form (if not already documented). If a member has been convicted by court-martial, or if the senior rater decides to file adverse information in the selection record, comments about the behavior are mandatory on the next report — and the evaluation becomes a referral.

Extraordinary cases: raters may request a waiver of the mandatory requirement to document civilian convictions for good cause. The waiver routes from the rater, through any required additional rater and the ratee's commander, to the senior rater, and if endorsed, to the major command commander or authorized final approval authority.