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ENLISTED EVALUATION SYSTEM (EES) TRAINING GUIDE OPR:  AFELM/DMPG

Enlisted Evaluation System (EES) Objectives

PROVIDE CANDID FEEDBACK

The Enlisted Evaluation System has two objectives.  The first objective is to provide ratees with candid performance feedback so they will know what the Air Force and their supervisors expect of them, and to let them know how they're doing once they've been given the opportunity to meet expectations and standards of performance.

OFFICIAL RECORD OF PERFORMANCE

      The second objective of the Enlisted Evaluation System is to provide an official record of performance as viewed by officials in the rating chain who are closest to the actual work environment.  The enlisted performance report (EPR) is this official record of performance. 
 

FACTS ABOUT PREPARING THE EPR 

WHAT YOU SHOULD KNOW 

      There are some basic factors that the entire rating chain should be aware of when writing or indorsing EPRs.  If the rating chain does not know these requirements, how can they ensure reports are error free? 

• Use AFI 36-2406 and AF Form 910 (enlisted performance report) A1C through TSgt, and AF Form 911 for MSgt through CMSgt
• Use 10 or 12 point font with 6 lines per inch spacing (computerized version may be used with proportional spacing provided a 12 point font is used)
• Use bullet format in sections V, VI and VII (if used); limit comments to the space provided
• Limit bullets to three lines per bullet, but two is better
• Although minor corrections are acceptable, they should be avoided
• Avoid nicknames, code names, or acronyms; if you use them, explain them
• Do not correct ratings (Section III and IV):  reaccomplish the report if a rating changes before the EPR is a matter of record
• Do not sign or date the EPR before the closeout date, or sign blank forms that do not contain ratings
• Avoid using felt tip pens/markers and heavy markings due to "bleeding through"

FEATURES OF THE ENLISTED EPR (AF FORMS 910 AND 911) 

Section I - Ratee Identification data:  Use the identification data found on the EPR Notice.

• Name -  Enter ratee's last name, first name, and middle initial (if applicable) Use all uppercase.  Example:  DOE, JOHN E.
• SSN   -Enter SSN without a prefix (FV or FR)
• GRADE - Use all uppercase for the grade as of the closeout date. Example:  SRA
• DAFSC - Enter the DAFSC (including the prefix and suffix, if applicable) held on the closeout date of the EPR .  Example:  3S051

• ORGANIZATION, COMMAND, AND LOCATION -  Enter the information as of the closeout date of the EPR .  NOTE:  The organization names do not have to be exactly as the EPR notice (computer language) appears but may follow the style in AFI 37-127, Air Force Standards Functional Address System, or as commonly used for mailing purpose.  Use all uppercase.  For classified locations, enter CLASSIFIED followed by the MAJCOM in parenthesis.  For Example: 

            AFELM UNITED STATES FORCES KOREA (USFK)

            YONGSAN AIN, REPUBLIC OF KOREA (ROK) 

• PERIOD OF REPORT -  Use the dates reflected on the shell.

SECTION II -  JOB DESCRIPTION:

• The job description should be written in a way everyone can understand.  Use laymen terms to describe activities.  Acronyms should always be spelled out the first time used.  Assume the reader knows nothing about the duties and responsibilities within the area performed.  Do not include classified information.  Can be bullets or narrative.

• DUTY TITLE – The duty title on the EPR notice(s), or shell(s), is the one in the Personnel Data System and should be used if correct.  If the duty title on the EPR notice/shell is not correct, enter the correct duty title on the EPR and submit a memorandum to the AF Element/CCQ to correct the Personnel Data System. The duty title should be the duty title on file as of the closeout date of the EPR .

• KEY DUTIES, TASKS AND RESPONSIBILITIES - Enter a clear description of the ratee's duties.  Avoid using jargon or acronyms.  Clearly state the task the ratee performs, how selective the ratee's assignment is, and the scope and level of responsibility to include the dollar value of projects the ratee manages and the number of people the ratee supervises.  You may include additional duties performed during the reporting period if they influence the ratings and comments.  The words should show as 'ADDITIONAL DUTIES' without the quotation marks.

SECTION III - EVALUATION OF PERFORMANCE:

• Raters use this section by placing an X in the rating block that accurately descries the ratees performance.  Each block must be marked.  Subsequent evaluators should carefully review the report to ensure the ratings accurately describe the ratee-s performance and the comments in Section V are compatible with, and support the ratings.

• Evaluators may show disagreement with a rating by placing their initials in the rating block they believe more accurately describes the ratee's performance.  If the rating block already contains the initials of a previous evaluator, the next evaluator MUST provide one or more reasons in their comment block on the back of the report. 

 
SECTION IV - PROMOTION RECOMMENDATION:

• When completing or reviewing this section, raters consider the ratee duty performance and promotion potential and how the ratee compares with others in the same grade.  Promotion comments are allowed in the following sections and are primarily allowed to complement the overall rating in section IV.  The rating should correlate with the markings on the front, i.e., a person with two or more markings that are not "firewalls" on the front should not expect a 5 rating.
• Endorsers:  Place an X in the "concur" block when they agree with the comments and ratings of the rater's rater.
• Place an X in the "nonconcur" block and initial the blocks with which they agree.
• If the block already contains another evaluator's initials, initial immediately above the block.

SECTION V, VI, and VII - MUST BE IN BULLET FORMAT: 

SECTION V  - RATER'S COMMENTS:

• Use a bullet format in this section to provide additional information about the ratee's performance.  Raters are only allowed three-line bullets, but it is recommended to only use two.  Ensure that these comments are compatible with the ratings in section II.  Be specific so readers do not have to "read between the lines."
• If the ratee should have received performance feedback during the rating period but did not, give one or more reasons in the space provided.  If a feedback was given, put in the appropriate dates.
• If the rater is the only evaluator:

• Write in section VI, Endorser's Comments (AF Form 910), or section VI, Rater's Rater Comments, and section VII, Endorser's Comments (AF Form 911),  (THIS SECTION NOT USED)
• Initial the unused signature block.

SECTION V, VI, and VII - MUST BE IN BULLET FORMAT:

SECTION VI - RATER'S RATER COMMENTS (AF FROM 911 ONLY) AND ENDORSER'S COMMENTS (AF FORM 910 ONLY)  :

• The rater's rater uses this section to support his/her rating decisions.  If the rater's rater agrees (marks the "concur" block) with the rater, then provide information that adds meaning to the EPR and is compatible with the ratings in Sections III and IV.
• If the rater's rater disagrees (marks the "nonconcur" block), then the rater must provide comments, including one or more specific reasons for disagreeing.  The rater's rater initials the block where he/she disagrees.
• Minimum rater's rater grade on AF Form 910 is a MSgt or civilian GS-7.  On AF Form 911, the minimum grade for a rater's rater to closeout the report must be at least a Major (Navy Lieutenant Commander, Civilian GS-12, or higher).

NOTE:  If the commander is junior in grade to the endorser, the commander reviews the report before the endorser signs it. 
 

SECTION V, VI, and VII - MUST BE IN BULLET FORMAT:

SECTION VII, ENDORSER'S COMMENTS (AF FORM 911 ONLY):

• Do not use this section if section VI has not been completed.
• If the senior rater is a mandatory endorser (for example, the rater's rater), the senior rater may defer the endorsement responsibility to another individual in the chain of command who: 

• Has sufficient knowledge of the ratee's duty performance.
• Meets the grade requirement to close out the report.

 
SECTION VII, COMMANDER'S REVIEW (AF FORM 910) AND SECTION X, COMMANDER'S REVIEW (AF FORM 911): 

• The commander's review is for the commander to exercise influence over the quality of reports sent to file and to ensure comments in reports are not exaggerated or have ratings reflecting inflationary tendencies.  For USFK, CFC and UNC enlisted, USFK/J1 would sign this section.

 
  
SECTION VII - REVIEWER (AF FORM 911 ONLY):

• This section is reserved for the senior rater or a lower level indorsement and shouldn't be taken lightly when deciding who will indorse this section – ratee's future promotion may depend upon it.  The senior raters are general officers appointed by the AF Element.  CJ2, CJ3, CJ4 and CJ5 each have a senior rater designated.  All other directorates such as CJ1, EN, PAO, JA, etc., fall under the DCS as a senior rater.

SECTION VIII - FINAL EVALUATOR'S POSITION (AF FORM 911 ONLY):

• The final evaluator completes this section by marking the appropriate block for level of indorsement.
• Handwritten X.  Place a handwritten “X” in the appropriate block, using reproducible ink (black or blue).
• Senior Rater.  Used when the final evaluator is the highest level endorser in the ratee's rating chain.  The senior rater must be in the grade of at least a Colonel or civilian equivalent (GM-15 or higher), serving as a wing commander of equivalent.
• Senior Rater's Deputy.  An individual who works directly for and whom the senior rater (for example, the executive officer or staff principal) evaluates.
• Immediate Level.  An individual whose supervisor works directly for and whom a senior rater deputy (for example, division chiefs) evaluates.
• Lower Level.  All others.    

SECTION IX - TIME-IN-GRADE ELIGIBILITY (AF FORM 911 ONLY):

• The rater completes this section before forwarding the EPR for additional indorsement.  This information is extracted from the EPR notice and can be determined also by reviewing para 4.13 of AFI 36-2403.

Supervisors should become familiar with their unit's EPR suspense system and timelines.  They will quickly discover that the impact of EPRs on day-to-day personnel management transcends several arenas everything from force management to electronic form usage 
 

ADDITIONAL INFORMATION: 

• FIRST SERGEANT ROLE:  The First Sergeant reviews and coordinates on all Enlisted Performance Reports (EPRs) on TSgts and below before sending them to the rater.  The First Sergeant notifies the rater of important quality force indicators they must consider in preparing the EPR.

The First Sergeant review all EPRs before the commander's review and advises the commander of important quality force indicators.

• EPR SUSPENSE DATES:
• No later than 10 days after closeout date, first draft to AFELM/CCQ
• No later than 30 days after closeout date, final EPR due to AFELM/CCQ
• SPECIAL PROBLEMS:
• North Korea should be spelled as North Korea (NK) in all EPRs
• Exercise names should be spelled out when used in EPRs

   For Example:  EXERCISE ULCHI FOCUS LENS

• There is no CINC USFK, only CINC CFC and CINC UNC is Commander, USFK
• "Meets standards" and "great/unlimited potential" are not recommended statements on AF evaluations
• Although "coined" is a common phrase at Yongsa AIN, the general AF populace does not understand it
• EUSA should be spelled out in first usage on all EPRs
• Sections V, VI and VII, if used, should be filled as much as possible:  The more "space" showing, the weaker an evaluation looks