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Performance Feedback (Ref:  AFPAM 36-2627)  Use AF Form, 931 for AB-TSgt

1.

Purpose:  Performance Feedback, when properly conducted, will:

a.

Ensure the ratee clearly understands your standards. This is important, as many airmen and junior NCOs will often compare notes.  It’s important for the ratee to understand that different supervisors set and enforce standards differently; your standards may be stricter than someone else’s.

b.

Ensure mutual expectations are clearly understood.  Remember:  Supervision is a two-way street; your ratee has expectations of you, just as you have expectations of the ratee.

c.

Tell the ratee if they are “on track” and how they are measuring up against your standards.

d.

Serve to provide the ratee with constructive (vice critical) feedback.  Also, the feedback session will ensure that when an EPR is written, there will be no surprises.

2.

When to conduct performance feedback sessions:

a.

Initial feedback sessions are held within 60 days of your assignment as the rater.  Also, whenever a Change of Reporting Official (CRO) occurs, an initial feedback session is required.  

1.

During the initial feedback, explain your standards and expectations to the ratee.

2.

Ask the ratee for their expectations of you

3.

Determine the ratee’s short- and long-term goals

4.

Ensure you discuss the Air Force Benefits fact sheet with the ratee (a copy is provided at the end of this guide), and provide them a copy.

b.

A1C and below with less than 20 months of TAFMS:  a follow-up session is due every 180 days after the initial feedback session, until they receive their first EPR.

c.

Members who receive EPRs:  Conduct a follow-up feedback session midway between the time supervision began and the planned EPR closeout date

3.

Some things to remember:  Be prepared!  Keep notes through the rating period.  This will help you prepare for the feedback session in advance.  Listen carefully.  Ask questions to ensure the ratee understands what you’re saying.  Summarize the feedback session and keep a copy of the completed form for future reference.

4.

You’ll have much more success providing performance feedback if you’ve shown the ratee that you’re competent, sincere and fair.  Your reputation is built over a period of time, so if at first the ratee doesn’t seem comfortable, don’t worry…with time you’ll do just fine.

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