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JOINT BASE SAN ANTONIO-RANDOLPH, Texas — Senior master sergeant enlisted performance reports, which close out July 31, will be accomplished on the newly published Air Force Form 911, Enlisted Evaluation Report July 31 on the publishing website.
The development of new evaluation forms is part of ongoing Air Force enlisted evaluation and promotion process changes underway since July 2014. The Form 911, previously used for all senior NCOs, is now for master sergeant-selects, master sergeants, senior master sergeant-selects and senior master sergeants only. Therefore, technical sergeants selected for promotion during the 15E7 promotion cycle will have a July 31 EPR on the new form. A separate EPR form, AF Form 912, for chief master sergeants was published in May.
The AF Form 911 was developed to complement the senior NCO feedback form, AF Form 932, Airman Comprehensive Assessment Worksheet, master sergeant through chief master sergeant.
The ACA, available since July 2014, opened more in-depth, two-way communication between the rater and the one being rated and included a self-assessment, detailed evaluation of expected or current performance, and specific discussion areas or questions such as personal finances and relationships. In addition, the form requires the rater to clarify the Airman’s role in support of the mission.
Midterm ACAs accompany each enlisted and officer performance report and are accessible by the rating chain. The forms complement each other because the evaluation form includes two assessment areas that correlate with the senior NCO ACA.
Performance (leadership, primary duties, followership and training): This area enables a rater to evaluate a senior NCO’s performance in a variety of areas such as mission accomplishment, teambuilding, mentorship, communication skills, compliance with and enforcement of standards and others, as described on the feedback form.
Raters will have a maximum of eight lines of text to describe an Airman’s performance in this area and a minimum of at least one line of text.
This is the primary focus of the evaluation where raters tell Airmen how they’re doing and will illustrate to commanders whether an Airman is ready for promotion, Chief Master Sergeant of the Air Force James A. Cody said.
A senior NCO must meet or exceed all expectations in the performance assessment area to be evaluated in the second assessment area.
Whole Airman Concept:
This assessment area allows raters to evaluate a senior NCO on actions and behaviors based on the Whole Airman Concept in relation to Air Force Core Values, including personal and professional development, esprit de corps and community relations, as detailed on the feedback form.
Raters have up to two lines of text in this area to evaluate an Airman’s performance and accomplishments in relation to the Whole Airman Concept, with a minimum of one line.
“Senior NCOs who lead Airmen in daily mission accomplishments, set the example for junior members through mentorship and advise commanders and senior leaders on issues affecting enlisted members, unit mission accomplishment and more,” said Will Brown, Air Force Evaluation and Recognition Programs Branch chief. “Thus, the senior NCO feedback form and new EPR form focus on technical proficiency and professional leader areas. The new forms and processes will enable the Air Force to identify senior NCOs with the highest propensity to lead and rate them accordingly.”
Possible performance ratings for each assessment area include the following:
Exceeded most if not all expectations, exceeded some but not all expectations, met all and exceeded some expectations and met some but not all expectations.
“Very few Airmen will be rated as, ‘exceeded most, if not all expectations,’ because that performance level is considered significantly above the norm,” Brown said.
Likewise, few will be rated as, “met some but not all expectations.”
Additional rater and commander comments are optional. When used, additional raters can use one or two bullets, and commanders can include one bullet and up to three recommendations for future roles such as first sergeant, military training instructor or other developmental opportunities that best serve the Air Force and continue the ratee’s professional development.
For promotion-eligible senior NCOs, the form also includes a block for the final evaluator’s promotion recommendation, including a block for use by senior raters only for senior rater endorsement and stratification. Stratification is restricted to the senior rater’s top 10 percent of promotion-eligible master sergeants and the top 20 percent of promotion-eligible senior master sergeants.
“When raters use the ACA process and feedback form to communicate expectations and routinely update Airmen on how well they are meeting those expectations, raters will be better prepared at EPR time to accurately evaluate an Airman’s performance,” Brown said.
Additional information on restricted endorsement and stratification, and other changes to the evaluation and promotion systems are available on the myPers EES/WAPS changes page.
For more information about Air Force personnel programs, go to the myPers website. Individuals who do not have a myPers account can request one by following the instructions on the Air Force Retirees Services website.
