Airmen feedback and evaluation

  • Published
  • By Chief Master Sgt. Rodney J. McKinley
  • Chief Master Sgt. of the Air Force
WASHINGTON, D.C. --  One of the most important roles Air Force supervisors and rating officials have is to provide honest feedback and accurate assessments of the Airmen they lead. The professional development of these Airmen and our necessity to target individuals for career progression depends on this.

With the introduction of new feedback and performance report forms, the Air Force gives us viable tools to complete these critical responsibilities. The new forms leverage the strengths of our feedback process and include numerous technological advances.

These evaluation forms are a great improvement. The forms employ a less cumbersome administrative process that is more responsive to our expeditionary environment by using a new digital signature feature and electronic flow. Also, there are fewer narrative lines, which focus raters on a strong evaluation versus excessive verbiage. Bullet-writing areas are more straightforward, with placement immediately adjacent to respective performance assessment marks. Linking the bullets with performance areas ensure raters comment on areas the Air Force values.

Further enhancements involve making the performance assessment portion, the front side, of the evaluation forms match the feedback forms so supervisors can more effectively counsel Airmen throughout the performance and feedback cycles. The evaluation forms contain a ratee acknowledgement block so Airmen can review their report and address any discrepancies or administrative errors. This aspect of the new report also assists supervisors with conducting follow-on feedback. Additionally, the forms document compliance with Air Force physical fitness standards. Every Airman should work toward achieving and maintaining Air Force fitness standards and a healthy lifestyle year-round - not just prior to their physical training test.

I've seen a large amount feedback stating the new forms don't solve over-inflation of enlisted performance evaluations. The fact is, a piece of paper can't resolve this matter. The solution rests on the personal integrity of every supervisor to honestly evaluate their Airmen - our Airmen deserve this. The new assessment blocks are structured and distinctively written to clearly denote at what level Airmen are performing and gives raters an opportunity to pause for thought before marking everyone "clearly exceeds" and "truly among the best." Simply put, with performance report ratings affecting promotions, career job reservations and retraining selections, over-inflated ratings negate performance as a factor.

These forms signal a renewed commitment to provide Airmen the feedback they require and to candidly evaluate their performance. I encourage all supervisors to familiarize themselves with the forms. Together, we'll deliver feedback that motivates Airmen to peak performance and evaluations that match our Airmen to levels of duty and responsibility suiting their skills