Chapter 11

Question 2

Who is responsible for knowing when feedback sessions are due, for requesting a feedback if needed, and notifying the rater or chain of command when a required or requested feedback session does not take place? (11.2.)

Answer 2

ratee

Question 3

On the topic of Individual Responsibilities, who has responsibilities both during the performance feedback process and during performance reporting? (11.3.)

Answer 3

rater

Question 4

While the ratee is responsible for knowing when feedback sessions are due, the _______ is responsible for preparing for, scheduling, and conducting feedback sessions and providing realistic feedback to help the ratee improve performance. (11.3.1.)

Answer 4

rater

Question 5

Who is responsible for ensuring the ratee knows who is in the rating chain? (11.3.2.)

Answer 5

rater

Question 6

The rater must _______. (11.3.2.)

Answer 6

-consider the significance and frequency of incidents when assessing total performance-record the ratee’s performance, ensuring all data on the EPR matches the data on the EPR notice-make a valid and realistic recommendation for promotion, if appropriate

Question 7

What must a rater do before preparing the performance report? (11.3.2.)

Answer 7

review the ratee’s Personnel Information File and UIF, if any

Question 8

The ratee should not write or draft any portion of his or her own performance report; however, the ratee: (11.3.2.)

Answer 8

is encouraged to provide the rater input on specific accomplishments

Question 9

Whose responsibility is it to review the PIF and UIF and returns performance reports to the rater for reconsideration, if necessary, to ensure an accurate, unbiased, and uninflated report? (11.4.)

Answer 9

Additional Rater

Question 10

This individual reviews the PIF and UIF and, if applicable, returns performance reports to previous evaluators for reconsideration, when necessary. He or she may complete Section VII of SNCO EPRs to differentiate between individuals with similar performance records. (11.5.)

Answer 10

Reviewer/Senior Rater/Final Evaluator

Question 11

This individual may complete Section VII of SNCO EPRs to distinguish between individuals with similar performance records, to meet minimum grade requirements, when the ratee is a CMSgt or CMSgt-selectee, or when the ratee is TIG eligible. (11.5.)

Answer 11

Reviewer/Senior Rater/Final Evaluator

Question 12

Whose responsibility is it to manage the performance report program for the organization? (11.6.)

Answer 12

Unit Commander

Question 13

To meet his or her Enlisted Evaluation System responsibilities, the Commander: (11.6.)

Answer 13

-manages the performance report program for the organization-ensures first-time supervisors receive specific, mandatory training-ensures performance reports accurately describe performance and make realistic recommendations for advancement

Question 14

Whose responsibility is it to determine the rating chain for assigned personnel based on Air Force and management-level policy, and ensure first-time supervisors receive specific, mandatory training? (11.6.)

Answer 14

Unit Commander

Question 15

Whose responsibility is it to review all EPRs before the commander and advise the commander of quality force indicators? (11.7.)

Answer 15

First Sergeant

Question 16

What is performance feedback? (11.8.)

Answer 16

a private, formal communication tool used to tell a ratee what is expected and how well the ratee is meeting expectations

Question 17

Performance feedback should: (11.8.)

Answer 17

-explain to ratees their duty performance requirements and responsibilities-explain whether or not the ratee is performing as expected-be clearly stated and received

Question 18

Who is responsible for providing performance feedback? (11.9.)

Answer 18

the rater

Question 19

The rater is responsible for providing performance feedback. Who is eligible to be a rater? (11.9.)

Answer 19

-an officer or NCO of a U.S. or foreign military service in a grade equal to or higher than the ratee-a civilian (GS-5 or higher) in a supervisory position higher than the ratee in the ratee’s rating chain-active duty members in the grade of SrA and above if they have completed Airman Leadership School

Question 20

Performance feedback sessions are _______ for all enlisted personnel. (11.9.)

Answer 20

mandatory

Question 21

When is an initial feedback due? (11.10.)

Answer 21

within 60 days of when a rater initially begins supervision

Question 22

For Airman Basic through Senior Master Sergeants who receive EPRs, a “midterm” feedback session is due _______. (11.10.1.)

Answer 22

midway between the date supervision began and the projected EPR closeout date

Question 23

For Airman Basic through SMSgts who receive EPRs, a midterm feedback session is held midway between the date supervision began and the projected EPR closeout date. A midterm feedback is not required for _______. (11.10.1.)

Answer 23

CMSgts

Question 24

For Airmen who do not receive EPRs, a midterm feedback session is due _______. (11.10.2.)

Answer 24

approximately 180 days after the initial session

Question 25

For Airmen who do not receive EPRs, a midterm session is due approximately 180 days after the initial session. This cycle should continue until: (11.10.2.)

Answer 25

there is a CRO or the Airman begins to receive EPRs

Question 26

In general, feedback sessions are due: (11.10., 11.10.1., 11.10.3.)

Answer 26

when a rater begins supervision, midway between when supervision began and the EPR closeout date, and when an EPR is written

Question 27

Raters conduct feedback sessions for AB through TSgt when an evaluation report is written without a subsequent change of rater. The rater conducts the feedback session within ___ days of the EPR closeout. (11.10.3.)

Answer 27

60

Question 28

In addition to normal performance feedback requirements, feedback sessions are also held if the rater determines there is a need for one or within 30 days of a request from a ratee, provided that at least ___ days have passed since the last feedback session. (11.10.4.)

Answer 28

60

Question 29

If a CRO is expected or the projected EPR closeout date limits the period of supervision to less than 150 days, a feedback session should take place

Answer 29

60

Question 30

When a performance feedback session is completed, the rater _______. (11.11.)

Answer 30

gives the completed PFW to the ratee and keeps a copy for personal reference

Question 31

At the conclusion of the feedback session, the rater gives the completed performance feedback worksheet to the ratee and keeps a copy for personal reference. The Performance Feedback Worksheet cannot be used in any personnel action unless: (11.11.)

Answer 31

the ratee first introduces it

Question 32

Although a performance feedback session is a private formal communication between the rater and the ratee, it's not really private because: (11.11.)

Answer 32

the rater's rater is authorized access to the PFW for AB through TSgt; the commander is authorized access for all grades

Question 33

When a performance feedback is conducted for a SrA, it is normally documented on an _______ and may be typed or handwritten. (11.11. and 11.12.)

Answer 33

AF Form 931

Question 34

AF Form 931, Performance Feedback Worksheet (AB thru TSGT), Section II lists blocks for 4 types of feedback: (11.12.2.)

Answer 34

initial, midterm, ratee requested, or rater directed

Question 35

The most important objective when using the AF Form 931 during a performance feedback session is: (11.12.4.)

Answer 35

for the ratee to clearly understand the rater's position regarding performance and directions to take

Question 36

When evaluating Personal/Professional Conduct On/Off Duty during a performance feedback session, it should be noted that this session is not a substitute for official counseling related to significant misconduct but _______. (11.12.4.2.2.)

Answer 36

is a good opportunity to share general impressions and reinforce expectations

Question 37

When providing performance feedback, consider the following types of feedback to ensure the effective development of the ratee: (Fig 11.1.)

Answer 37

encouragement and advice

Question 38

When providing performance feedback, encouragement and advice should be used as types of feedback to ensure the ratee's effective development. Encouragement is: (Fig 11.1.)

Answer 38

-intended to motivate people by letting them know what they've done well and rewarding them for it-intended to encourage the person to continue or even increase the performance

Question 39

When providing performance feedback, encouragement and advice should be used as types of feedback to ensure the ratee's effective development. Advice is: (Fig 11.1.)

Answer 39

-intended to let people know what to improve and how to make the improvement-intended to advise people on how to perform better next time

Question 40

Encouragement and Advice can be very powerful feedback tools. Separating or splitting these two forms of feedback can be very important because: (Fig 11.1.)

Answer 40

-if you give only encouragement following performance, you help people gain confidence-if you provide advice separately, you help them do better next time, increasing competence-giving both encouragement and advice at the same time sends a mixed message with less than effective results

Question 41

An individual's training is rated in four categories: (11.12.4.4.1.)

Answer 41

(1) upgrade, (2) professional military education (PME), (3) proficiency and qualification, (4) contingency, mobility, and other training

Question 42

Individual training is rated in four categories: (1) upgrade training, (2) professional military education (PME), (3) proficiency and qualification training, and (4) contingency, mobility, and other training. Upgrade training has two components: (11.12.4.4.1.)

Answer 42

OJT and Career Development Courses (CDC)

Question 43

Upgrade training has two components: OJT and career development courses (CDC). OJT is: (11.12.4.4.1.)

Answer 43

hands-on application of the knowledge gained through the CDCs and special instruction by the trainer

Question 44

For an Airman in upgrade training, feedback should focus on: (11.12.4.4.1.)

Answer 44

efforts to complete the CDCs and master the hands-on application

Question 45

The responsibility for knowing what PME courses are available and ensuring ratees enroll in and complete all PME courses necessary for their overall improvement is placed on the _______. (11.12.4.4.2.)

Answer 45

rater

Question 46

The ratings on the Performance Feedback Worksheet are "Does Not Meet", "Meets", "Above Average", and "Clearly Exceeds". Which marked area will require discussion to explain its exact meaning? (11.13.2.1.)

Answer 46

any area marked requires discussion to explain its exact meaning

Question 47

The ability to manage resources effectively is critical to mission success. The most common resources SNCOs are involved with are _______. (11.13.2.4.1.)

Answer 47

-people-equipment-money

Question 48

The appropriate block for comments on future duty assignments and advancement opportunities or for defining uncommon acronyms is the: (11.13.2.7.)

Answer 48

Other Comments block

Question 49

The primary purpose of feedback is to _______. (11.14.)

Answer 49

improve performance and professionally develop personnel to their highest potential

Question 50

When scheduling a feedback session, it should be scheduled: (11.14.2.)

Answer 50

far enough in advance so the rater and the ratee have sufficient time to prepare

Question 51

Feedback sessions should be scheduled _______. (11.14.2.)

Answer 51

-far enough in advance so the rater and the ratee have time to prepare-to allow enough time to cover everything on the agenda without being rushed-in a room that allows for privacy without outside distractions or interruptions

Question 52

The rater can use numerous approaches to give feedback and any of them works well depending on the situation, but a fundamental rule of feedback calls for the rater to: (11.14.4.)

Answer 52

be him or herself

Question 53

AFPAM 36-2241 lists three approaches that may be used when giving feedback: (11.14.4.1., 11.14.4.2., 11.14.4.3.)

Answer 53

directive, nondirective, and combined

Question 54

AFPAM 36-2241 lists three approaches that may be used when giving feedback: Directive, Nondirective, and Combined. In the directive approach, the rater: (11.14.4.1.)

Answer 54

tells the Airman or NCO what to do

Question 55

AFPAM 36-2241 lists three approaches that may be used when giving feedback: Directive, Nondirective, and Combined. In the nondirective approach, the rater: (11.14.4.2.)

Answer 55

encourages the ratee to talk by asking questions and draws the Airman into the process of developing a solution

Question 56

The PDG lists three approaches that may be used when giving feedback: Directive, Nondirective, and Combined. Which approach is appropriate for individuals who usually have a positive attitude but requires the rater to have excellent listening and questioning skills? (11.14.4.2.)

Answer 56

nondirective

Question 57

The PDG lists three approaches that may be used when giving feedback: Directive, Nondirective, and Combined. In the combined approach, the rater: (11.14.4.3.)

Answer 57

draws on both the directive and non-directive counseling techniques

Question 58

The PDG lists three approaches that may be used when giving feedback: Directive, Nondirective, and Combined. Which of these offers the greatest flexibility? (11.14.4.3.)

Answer 58

combined

Question 59

Problems that can arise during the feedback process are as varied as the people involved and can happen at any time. Pitfalls include _______. (11.14.5.1.)

Answer 59

-personal bias, stereotyping, and loss of emotional control-inflexible methods, reluctance to provide feedback, and inadequate planning-focusing on the person instead of the behavior

Question 60

Avoiding pitfalls during the feedback session is not easy but two general guidelines may help: (11.14.5.2.)

Answer 60

-the rater should exhibit the proper attitude-the rater should practice good observation skills

Question 61

When opening the feedback session, the rater should _______. (11.15.1.)

Answer 61

-create a relaxed atmosphere-place the ratee at ease-be friendly and sincere

Question 62

The goal of the feedback process is to: (11.17.2.)

Answer 62

improve individual duty performance

Question 63

When the ratee is an A1C or below, raters submit an EPR when the ratee: (11.18.1.)

Answer 63

has 20 months or more of TAFMS and 120 calendar days of supervision

Question 64

When the ratee is an A1C or below, raters submit an EPR when the ratee has 20 months or more of TAFMS, has not yet had a report, and 120 calendar days of supervision have passed. The reason for the report is _______. (11.18.1.)

Answer 64

Initial

Question 65

When the ratee is a SrA or above, an EPR is due when the ratee: (11.18.2.)

Answer 65

has not had a report for at least a year and 120 calendar days of supervision have passed

Question 66

When the ratee is a SrA or above, an EPR is due when the ratee has not had a report for at least a year and 120 calendar days of supervision have elapsed. The reason for the report is _______. (11.18.2.)

Answer 66

Annual

Question 67

In addition to being required annually, EPRs are also required when a member is placed on or removed from the control roster and 60 calendar days of supervision have elapsed. The reason for this type of report is _______. (11.18.3.)

Answer 67

"Directed by Commander"

Question 68

In addition to other submission requirements, raters may submit an EPR to document unsatisfactory or marginal performance or a significant improvement in duty performance when 120 calendar days of supervision have elapsed. The reason for this type of report is _______. (11.18.4.)

Answer 68

"Directed by Commander"

Question 69

Just as there are times when the rater must submit an EPR, there are other times when EPRs are not required. An EPR is not required when: (11.19.)

Answer 69

-the ratee is an A1C or below and has less than 20 months of TAFMS-the ratee is in prisoner status, on appellate leave, or AWOL-the ratee has died on active duty

Question 70

An EPR is not required when a member has an approved retirement date and _______. (11.19.4.)

Answer 70

-the retirement date is within 1 year of the projected closeout date of the annual report-the retirement application was approved before the projected annual closeout date-the member will not be considered for promotion before the retirement date

Question 71

Just as there are times when the rater must submit an EPR, there are other times when EPRs are not required. An EPR is not required when: (11.19.5.)

Answer 71

personnel have an approved separation date, provided it is within 1 year of the projected closeout date and the separation was approved before the projected annual closeout date

Question 72

The rater receives and reviews the EPR notice and contacts the MPS if he has questions. If the EPR notice indicates that the ratee has a UIF, the rater must: (11.20.1.)

Answer 72

review the contents of this file before preparing the EPR

Question 73

In addition to reviewing the EPR notice, the rater must review the ratee's PIF. The completed EPR is due to the MPS no later than _______. (11.20.2.)

Answer 73

30 days after closeout

Question 74

MPS personnel enter the EPR rating into the Military Personnel Data System and upload the digitally signed form into the Case Management System which transfers the evaluation to AFPC. The only exception to this method is _______. (11.20.5.)

Answer 74

when the EPR contains "wet" signatures

Question 75

The rater (normally the immediate supervisor) prepares the EPR unless: (11.21.)

Answer 75

-the rater dies, is missing in action, or is captured or interned-the rater becomes incapacitated or is relieved of evaluator responsibility

Question 76

The rater prepares the report unless the rater dies, is missing in action, is captured or interned, becomes incapacitated, or is relieved of evaluator responsibility. If any of these conditions exist, the _______ assumes the rating duties. (11.21.)

Answer 76

rater's rater

Question 77

If the rater is relieved of evaluator responsibility, the rater's rater assumes the rating duties. If the rater's rater cannot obtain sufficient knowledge to prepare the report, HQ AFPC authorizes: (11.21.)

Answer 77

filing an AF Form 77, Letter of Evaluation, in the ratee's record stating why a report could not be prepared

Question 78

When completing the EPR's Number of Days Supervision block, enter the number of days the rater supervised the ratee during the reporting period. Deduct all periods of 30 or more consecutive calendar days during which either the rater or ratee: (11.22.1.8.)

Answer 78

-was on temporary duty-was in patient status-was on leave, AWOL, or in confinement

Question 79

When completing the Key Duties, Tasks, and Responsibilities block on the EPR, raters should: (11.22.2.3.)

Answer 79

avoid jargon and acronyms and enter a clear description of the ratee's duties

Question 80

When completing the Additional Rater's Comments section of the EPR, if the Additional Rater does not agree with the rater's assessment, he or she: (11.22.7.)

Answer 80

marks the "non-concur" block and comments on each item with which he or she disagrees

Question 81

When the final evaluator on an EPR is not an Air Force officer or Department of the Air Force official, an Air Force advisor will be designated to advise raters on matters pertaining to Air Force performance reports. For EPRs on TSgt and below, the Air Force advisor will be serving in the grade of _______. (11.22.9.)

Answer 81

MSgt or above

Question 82

When the final evaluator on an EPR is not an Air Force officer or Department of the Air Force official, an Air Force advisor will be designated to advise raters on matters pertaining to Air Force performance reports. For EPRs on MSgt through CMSgt, the Air Force advisor will be serving in the grade of _______. (11.22.9.)

Answer 82

Major or above

Question 83

When the final evaluator on an EPR is not an Air Force officer or DAF official, an Air Force advisor will be designated to advise raters on matters pertaining to Air Force performance reports. An Air Force advisor will: (11.22.9.)

Answer 83

-have, or be able to obtain, knowledge of the ratee-be higher in grade than the ratee-when feasible, be equal to or higher in grade than the final evaluator

Question 84

If Section VII of the AF Form 911, Reviewers Comments, is used, the reviewer will mark the "concur" or "non-concur" block, and make appropriate comments. Senior raters may endorse EPRs: (11.22.10.)

Answer 84

-to distinguish between individuals with similar performance records-to meet the minimum grade requirement to close out the report-when the ratee meets the TIG requirements for promotion or is a CMSgt or a CMSgt-selectee

Question 85

In the Commander's Review block, if the commander agrees with the report, he or she marks the "concur" block and digitally signs in the space provided and does not provide comments unless: (11.22.11.)

Answer 85

the commander disagrees with a previous evaluator, refers the report, or is named as the evaluator in the referral memorandum

Question 86

In the EPR's Commander's Review block, if the Commander disagrees with the report, he or she provides reasons for disagreement on _______. (11.22.11.)

Answer 86

AF Form 77

Question 87

When completing the EPR, Commanders who are part of the rating chain will fill out and sign both the appropriate evaluator's section and the Commander's Review section, meaning they will sign the report _______. (11.22.11.)

Answer 87

twice

Question 88

Commanders who are part of the rating chain will fill out and sign both the appropriate evaluator's section and the Commander's Review section of the EPR, meaning they will sign the report twice. The two signatures serve separate purposes: (11.22.11.)

Answer 88

as an evaluator of duty performance and as a commander performing quality review

Question 89

When completing the EPR, enlisted personnel who are authorized to perform the Commander's review must include the words _______ in the signature block. (11.22.11.)

Answer 89

Commander, Commandant, or Detachment/Flight Chief

Question 90

AF Form 911, Section IX, Time-in-Grade (TIG) Eligible, pertains to _______. (11.22.13.)

Answer 90

TIG eligibility for senior rater endorsement

Question 91

Certain topics are inappropriate for consideration in the performance evaluation process and may not be commented on. These include _______. (11.23.1.)

Answer 91

duty history or performance outside the current reporting period

Question 92

ertain topics are inappropriate for consideration in the performance evaluation process and may not be commented on. These include _______. (11.23.2.)

Answer 92

previous reports or ratings except in conjunction with performance feedback sessions

Question 93

Certain topics are inappropriate for consideration in the performance evaluation process and may not be commented on. These include _______. (11.23.3.)

Answer 93

performance feedback

Question 94

The authority to extend the closeout date of an EPR is retained by HQ AFPC. HQ AFPC grants extensions to cover only the time necessary to complete actions, not to exceed _______. (11.23.4)

Answer 94

59 days

Question 95

Certain topics are not allowed in an EPR. Although stating that an Airman was nominated for honors and awards such as "Outstanding Maintainer" or "12 Outstanding Airmen of the Year" is allowable, stating that they were recommended for _______ is not. (11.23.10.)

Answer 95

-a Meritorious Service Medal-an Air Force Achievement Medal-an Air Force Commendation Medal

Question 96

If the ratee does not meet Air Force fitness standards, the wording in the EPR should not focus on the overall numerical fitness scores but rather on: (11.23.17)

Answer 96

the reasons and (or) behavior that resulted in the poor physical assessment

Question 97

A referral EPR is a performance report that _______. (11.24.1.)

Answer 97

-contains a "Does Not Meet Standards" rating in any block in Section III (Performance Assessment)-contains an overall rating of "1" or "2" in Section V (Overall Performance Assessment)-contains comments that describe behavior not meeting minimum acceptable standards of personal conduct

Question 98

An evaluator whose ratings or comments cause a report to become a referral report must give the ratee a chance to comment on the report. Referral procedures are established to: (11.24.2.)

Answer 98

allow the ratee to respond to items that make a report a referral before it becomes a matter of record

Question 99

LOEs cover periods of ratee performance that: (11.25.)

Answer 99

are too short to require a performance report or when the ratee is under someone other than the designated rater

Question 100

The Letter of Evaluation is optional except in the case of _______. (11.25.)

Answer 100

active duty A1C and below (with less than 20 months of TAFMS) when the reporting official changes due to PCS or PCA