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Enlisted Performance Reports (Ref: AFI 36-2406)

1.

Purpose:  EPRs serve as a formal account of a ratee’s performance during the rating period.  Ensure the ratee also understands that EPRs:

a.

Are often reviewed as part of the awards program

b.

Serve as the basis for decorations

c.

Can be used in “hiring” someone for a special duty position

d.

Are a critical component of their Senior NCO Selection folder (should the ratee pursue a continued AF career)

2.

When to submit EPRs:

a.

Do not assume your CSS will send the reminder RIP on schedule!

b.

Initial EPRs are submitted when an airman has 20 months total active federal military service

c.

Annual reports are submitted each year after the initial report closes out.

Note: You may not actually supervise the ratee for an entire year, even though the report shell indicates an “annual” report.  You only rate the actual period of supervision.

d.

Other reports are generated due to changes in reporting officials or as otherwise directed.  Refer to the appropriate tables in AFI 36-2406 for more information.

3.

Some things to remember:

a.

The EPR is also a reflection on you.  It shows how much you care about your troops.  People who review EPRs can quickly tell the amount of time you took to write the report.

b.

You need to ensure the ratee understands the importance of EPRs early on in their career.  Remember:  individuals who desire to compete for promotion to SMSgt will have EPRs reviewed that are 10 years old!  

c.

Don’t sell the ratee short.  Today’s Air Force is extremely competitive.  You need to make sure your troops maintain the competitive “edge.”  You need to include items in the EPR that make the ratee stand out from their peers.

d.

Writing good, solid EPRs doesn’t happen overnight.  It takes practice and it takes time.  Make sure you don’t wait until the last minute to begin writing the EPR.  And DON’T BE LATE!  That’s a sure sign to people reviewing records that you may not be truly concerned with taking care of your people.

e.

Make your life easier: Maintain a folder on each of your ratees.  When you see them doing something good (or not so good) jot down a note and place it in the folder.  That way, when it’s time for writing the EPR or conducting a performance feedback session, you have a good starting point.

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