Chapter 8 - Assessments and Recognition Flashcards by Jordan Hawkins

Is used during formal communication between a rater and a ratee to communicate responsibility, accountability, Air Force culture, an Airman’s critical role in support of the mission, individual readiness, expectations regarding duty performance, and how well the ratee is meeting those expectations

The Airman Comprehensive Assessment (ACA)

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During feedback sessions, raters will provide the ratee with the most current

Air Force Benefits Fact Sheet

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Is designed to increase Airmen interaction and support at all levels, provide Airmen an opportunity to discuss personal and professional goals, and assist Airmen in achieving those goals

The Airman Comprehensive Assessment (ACA)

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Are responsible for developing a tracking mechanism for ACAs and ensuring they are conducted properly.

Unit commanders

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Are mandatory for officers up through the rank of Colonel, and for all Regular Air Force and Air Reserve Component personnel

The Airman Comprehensive Assessment (ACA)

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Should be impartial and provide honest, realistic feedback

Raters

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Are used to document formal communication between raters and ratees and may be used on the ratee’s evaluation

The Airman Comprehensive Assessment (ACA) Worksheets

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AF Form 724, Airman Comprehensive Assessment Worksheet

(2Lt thru Col)

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AF Form 931, Airman Comprehensive Assessment Worksheet

(AB thru TSgt)

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AF Form 932, Airman Comprehensive Assessment Worksheet

(MSgt thru CMSgt)

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Will provide a computer-generated ACA notice to raters and ratees within 30 days of when supervision begins (identifying initial or follow-up ACA sessions, as required), and again halfway between the time supervision began and the projected performance report close-out date (identifying mid-term ACA session requirements)

The military personnel section

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Must be conducted within the first 60 days of when supervision begins

All initial ACA sessions

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Must conduct a mid-term ACA session midway between the date supervision begins and the next evaluation projected close-out date

The rater

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For the end-of-reporting period, the rater conducts the ACA session within ________ after the evaluation has been accomplished

60 days

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May request a feedback as long as 60 days have passed since the last session

Ratees

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The initial ACA is the only feedback required for

Chief Master Sergeants and Colonels

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Do not require an ACA if action is pending in accordance with AFI 36-3209, Separation Procedures for Air National Guard and Air Force Reserve members

Air Reserve Component personnel

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If the ratee is due an annual evaluation and the period of supervision is less than 150 days, the rater conducts the ACA approximately __________ before the projected evaluation close-out date

60 days

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If an evaluation is due to a change of reporting official, the new rater will do an initial feedback. This feedback may be accomplished using the ACA Worksheet, but documentation is not required.

For Lieutenant through Captain only

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after the initial feedback, a mid-term ACA session is conducted every 180 days until the rater writes a performance report or a change of reporting official occurs

For Airman Basic, Airman, or Airman First Class (with less than 20 months of Total Active Federal Military Service)

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Is designed to provide a reliable, long-term, cumulative record of performance and potential. The key aspects associated with this system are how well the individual does his or her job and the qualities the individual brings to the job

The performance evaluation system

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Are For Official Use Only and are subject to the Privacy Act. They are exempt from public disclosure under DoDM 5400.07-R/AFMAN 33-302, Freedom of Information Act Program, and AFI 33-332, Air Force Privacy and Civil Liberties Program

Evaluations

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Should be used with the following objectives in mind:

Establish performance standards and expectations for ratees, meaningful feedback on how well the ratee is meeting those expectations, and direction on how to better meet those established standards and expectations.
Provide a reliable, long-term, cumulative record of performance and promotion potential based on that performance.
Provide officer selection boards, enlisted evaluation boards, and personnel managers with sound information to assist in identifying the best qualified personnel for promotion, as well as other personnel management decisions.
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 punitive administrative action.

The officer and enlisted evaluation systems

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Letter of Evaluation (multipurpose evaluation form)

AF Form 77

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Education/Training Report, (used in education and training environments)

AF Form 475

Officer Performance Report (Lt thru Col)

AF Form 707

Enlisted Performance Report (AB thru TSgt)

AF Form 910,

Enlisted Performance Report (MSgt thru SMSgt)

AF Form 911

Enlisted Performance Report (CMSgt)

AF Form 912

Are responsible for ensuring all first-time supervisors receive mandatory officer evaluation system and/or enlisted evaluation system training, as applicable, within 60 days of being appointed as a rater.

Unit commanders

Must conduct a record review of all personnel assigned to and/or transferred into his or her command to ensure knowledge of and familiarization with the Airman’s history of sex- related offenses resulting in conviction by courts-martial, non-judicial punishment, or other punitive administrative action

Unit commanders

Must consider the contents of Unfavorable Information Files or Personal Information Files when preparing a performance evaluation

Raters and additional raters

Must review evaluations prior to them becoming a matter of record

Ratees

Are limited to a minimum of one line and a maximum of two lines per ______. White space is authorized. Main ________ begin at the left margin and will have one space after the “-”.

Bullet format

For additional guidance on bullet writing, refer to

“The Bullet Background Paper” in AFH 33-337, The Tongue and Quill

Includes reportable civilian offenses or convictions, other than convictions for motor vehicle violations that do not require a court appearance. Specifically, convictions required to be reported include: 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; or 5) any other similar disposition of civilian criminal charges.

Adverse Actions

Failure to document misconduct that deviates from the core values of the Air Force is a disservice to all Airmen who serve with honor and distinction. Situations involving convictions or violations of criminal law must be handled appropriately and in accordance with required timelines and procedures.

Adverse Information

In the event a commander or military law-enforcement official receives information that a member of the Air Force, under the jurisdiction of another military department, has become subject to a conviction for which a report is required by this section, the commander or military law- enforcement official receiving such information shall forward it to the member’s

Immediate commander.

Complaints of sex-related offenses against a member, regardless of grade, resulting in conviction by court-martial, non-judicial punishment, or punitive administrative action, require

A mandatory notation on the member’s next performance report or training report and promotion recommendation form (if not already documented on an evaluation or court-martial in the selection record)

If a member has been convicted by a court-martial or if the senior rater decides to file any adverse information in an Airman’s selection record, comments relating to the ratee’s behavior are

Mandatory on the ratee’s next performance or training report and promotion recommendation form (if not already documented on an evaluation or court-martial in the selection record)

Raters may request a waiver of the mandatory requirement to document civilian convictions for good cause. The waiver request will route from the rater, through any required additional rater and the ratee’s commander, to the ratee’s senior rater, and, if endorsed, be forwarded to the major command commander or authorized final approval authority

Extraordinary Cases

Applies to all enlisted personnel by which commanders, directors, and supervisors evaluate first-term, second-term, and career Airmen to ensure the Air Force retains those who consistently demonstrate the capability and willingness of maintaining high professional standards

The Selective Reenlistment Program

First-term Airmen receive selective reenlistment consideration when they are within

15 months of their expiration of term of service.

Second-term and career Airmen with less than 19 years of total Regular Air Force federal military service are considered within

13 months of the original expiration of term of service

Career Airmen receive selective reenlistment consideration within

13 months of completing 20 years of total Regular Air Force federal military service

Career Airmen who have served beyond 20 years of total Regular Air Force federal military service receive selective reenlistment consideration each time they are within

13 months of their original expiration of term of service

They consider enlisted performance report ratings, unfavorable information from any substantiated source, the Airman’s willingness to comply with Air Force standards, and the Airman’s ability (or lack thereof) to meet required training and duty performance levels when determining if a member may reenlist

Commanders and directors

If an Airman is not selected for reenlistment, an __________ is completed, and the Airman is informed of the decision

AF Form 418, Selective Reenlistment Program Consideration for Airmen in the Regular Air Force/Air Force Reserve

The specific appeal authority is based on an Airman’s

Total Regular Air Force federal military service

Exists to assist in the management of first-term Airmen reenlistments by Air Force Specialty Code (AFSC) to prevent surpluses and shortages

Career Job Reservation (CJR) Program

May request an enlistment extension if he or she has a service-directed retainability reason and the extension is in the best interest of the Air Force.

Airmen serving on a Regular Air Force enlistment

Is a monetary incentive paid to Airmen serving in certain selected critical military skills who reenlist for additional obligated service.

The Selective Retention Bonus (SRB) Program

Are eligible for an SRB provided they meet all criteria listed in AFI 36-2606, Reenlistment and Extension of Enlistment in the United States Air Force.

Airmen in SRB skills who reenlist or extend their enlistment in the Regular Air Force for at least three years

Are established by zones, which are determined by the total Regular Air Force federal military service of Airmen at the time of reenlistment or the date they enter the extension.

The Selective Retention Bonus (SRB) designations

Are calculated using one month's base pay, multiplied by the number of years reenlisted, multiplied by the SRB multiple as listed on the authorized SRB listing.

The Selective Retention Bonus (SRB)

Is a force management tool used primarily to balance career fields (officer and enlisted) across all AFSCs, and to ensure sustainability of career fields.

Air Force Retraining Program

Also provides a means to | return disqualified Airmen to a productive status.

Air Force Retraining Program

May apply not earlier than the first duty day of the month during which they complete 35 months of their current enlistment (59 months for six-year enlistees), but not later than the last duty day of the 43rd month of their current enlistment (67 months for six-year enlistees).

First-term Airmen assigned to the Continental United States

May apply for retraining nine to 15 months prior to the date they are eligible to return from overseas if serving within their normal first-term window (35th month for four-year enlistees or 59th month for six-year enlistees).

First-term Airmen assigned outside the Continental United States

Is designed to retrain second-term and career Airmen from overage Air Force specialties into shortage specialties to optimize the enlisted force and to best meet current and future mission needs. Airmen possessing a secondary or additional AFSC in a shortage skill may be returned to the shortage skill if in the best interest of the Air Force.

Noncommissioned Officer Retraining Program

This retraining program consists of two phases

Noncommissioned Officer Retraining Program

Is to obtain volunteer applicants from identified overage AFSCs to fill requirements in shortage specialty codes.

Phase I - Noncommissioned Officer Retraining Program

Airmen will be selected for mandatory retraining based on Air Force needs to balance the force.

Phase II - Noncommissioned Officer Retraining Program

Addresses manning shortages and overages by conducting a crossflow panel when needed to select the best qualified officers to fill the required vacancies.

The Nonrated Line Crossflow Program

Is a process ensuring the Nuclear and Missile Operations (13N) Air Force specialty remains balanced for sustainment by crossflowing excess officers at the four-year point back to donor 63 career fields.

The Missileer Crossflow Program