Feedback

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Feedback
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Overview

• Definition/Objective
• Feedback Process
• Requirements
• Explanation of Forms Used
• Practical Exercise

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Performance Feedback

• Feedback is the single most important means for
  changing behavior
• Day to Day
• Pats on the Back for a job well done
• Performance Feedback Sessions (PFS)
• A scheduled session between the rater ratee
• Documented on a form

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Definition of Performance Feedback
Definition Formal, private communication
between the ratee and rater about the raters
expectations standards and the ratees
responsibilities and performance
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Objective of Performance Feedback

• Objective To direct performance related
  communication
• Face-to-face feedback
• Learn strengths and weaknesses
• Clarify confusion

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Objective of Performance Feedback

• Requires supervisors to
• Discuss objectives, standards, behavior, and
  performance with the ratee
• Provide a written progress report before and
  after an official evaluation

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Feedback Process

• Rater receives PFN from MPF
• Handwrites the feedback and signs
• Schedules and conducts feedback session
• May keep copy for future reference
• Ratee notified by MPF to contact supervisor if
  feedback has not been accomplished
• Rater conducts feedback session
• Rater certifies session by returning copy of PFN
  to orderly room

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Rater Errors

• Sources of Rater Errors
• Rating performance as Outstanding when it isnt
• Middle range most likely
• Dont want to hurt feelings
• More lenient when facing ratee
• Personal vs. AF Standards

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Rater Errors

• Halo or Horns Effect
• Usually the strongest impression
• Well-liked people get favorable ratings
• Disliked people get unfavorable ratings
• General impression of ratee as a person (not
  performance)

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Rater Errors

• Limited Observation and Poor Recall
• Focus on behavior that confirms stereotype
• Overlook improvement on past performance
• Invent examples
• Judged on most recent experiences

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Rater Errors

• Firewalling (most common)
• Dont take time
• Dont want to confront ratee
• Dont understand purpose of feedback

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Rater Errors

• How to Avoid Rater Errors
• Learn and Practice Good Observation Skills
• Gather supporting evidence
• Discriminate between information
• Selective work sampling

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Requirements forPerformance Feedback

• Who Receives Feedback and When?
• Initial Feedback
• Within 60 days of being assigned a rater
• Sets ground rules
• Col and below
• All Enlisted

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Requirements for Performance Feedback

• Midterm
• Midway between the time supervision began and the
  projected performance report
• AB through SMSgt
• 2d Lt through Lt Col

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Requirements for Performance Feedback

• Follow-up Feedback
• Within 60 days of the close out of a performance
  report
• AB through TSgt
• 2d Lt through Capt

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Requirements for Performance Feedback

• Any time the ratee requests it
• Within 30 days of request
• Any time the rater determines a need
• Good or bad feedback

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Explanation of Forms

• AF Form 931, AB thru TSgt Performance Feedback
  Worksheet
• AF Form 932, MSgt thru CMSgt Performance Feedback
  Worksheet
• AF Form 724A, Field Grade Officer Performance
  Feedback Worksheet
• AF Form 724B, Company Grade Officer Performance
  Feedback Worksheet

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AF Form 931, AB thru TSgt PFW

• Five Sections
• Section I Personal Information
• Name, Grade, Unit
• Section II Type of Feedback
• Section III Primary Duties
• Write ratees specific duties

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AF Form 931, AB thru TSgt PFW

• Section IV Performance Feedback
• Each subheading lists behaviors to be evaluated
  by placing an X on the scale in a position that
  most accurately reflects performance

• (Your philosophy of where you place the
• X must be explained to the ratee)

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AF Form 931, AB thru TSgt PFW

• Section IV Performance Factors
• Performance of Assigned Duties
• Knowledge of Primary Duties
• Compliance with Standards
• Conduct/Behavior On/Off Duty
• Supervision/Leadership
• Individual Training Requirements
• Communication Skills
• Additional Factors to Consider

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AF Form 931, AB thru TSgt PFW

• Section V Comments
• Use to explain your feedback
• Section VI Strengths, Suggested Goals, and
  Additional Comments
• Continue comments from front, pinpoint strong
  characteristics, or outline goals to work on
  until the next feedback session

• (Goal is not simply to complete the form
• but to develop the airman)

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AF Form 932, MSgt thru CMSgt PFW

• Five Sections
• Section I Personal Information
• Name, Grade, Unit
• Section II Type of Feedback
• Section III Primary Duties
• Write ratees primary duties here
• Section IV Performance Feedback
• Focus on individual responsibility as well as the
  responsibility to lead and influence airmen

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AF Form 932, MSgt thru CMSgt PFW

• Section IV Performance Feedback (Cont.)
• Duty Performance
• Job Knowledge
• Leadership
• Managerial Skills
• Judgment
• Professional Qualities
• Communication Skills
• Additional Factors

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AF Form 932, MSgt thru CMSgt PFW

• Section V Comments
• Same as AF Form 931
• Section VI Strengths, Suggested Goals, and
  Additional Comments
• Same as AF Form 931

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AF Form 724A and AF Form 724B

• Five Sections
• Section I Personal Information
• Name, Grade, Unit
• Section II Type of Feedback
• Section III Key Duties, Tasks and
  Responsibilities
• List specific duties

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AF Form 724A and AF Form 724B

• Section IV Performance Feedback
• Job Knowledge
• Leadership Skills
• Professional Qualities
• Organizational Skills
• Judgment and Decisions
• Communication Skills

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AF Form 724A and AF Form 724B

• Section V Comments
• Section VI Strengths, Suggested Goals, and
  Additional Comments

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Practical Exercise
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I. PERSONAL INFORMATION
GRADE
UNIT
Lavina J. Union
SSgt
20 MSS
NAME
II. PRIMARY DUTIES
IV. COMMENTS
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Good performance during your first 6 months. Your
quality of work is good. I like your innovation
in making our unit better. You seem to be
hesitant in making decisions.
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2. KNOWLEDGE OF PRIMARY DUTIES
Your innovation in improving customer service
have noticeably increased customer service. By
your work in getting continuity folders from
other command MPFs, I can see youre looking at
what can make your section and the MPF better.
Technical Expertise
Knowledge of Related Areas
Applies Knowledge to Duties
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3. COMPLIANCE WITH STANDARDS
No problems here. Youve met the standards I set
during the initial feedback session. Youve also
ensured your subordinates comply with
standards--good job!
Dress and Appearance
Weight
Fitness
Customs and Courtesies
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4. CONDUCT/BEHAVIOR ON/OFF DUTY
You need to follow up on the GMAC issue. Make
sure youre not required to make the car payment
and your loan records are updated. Your support
for organizational activities is great. The
Special Olympics is lucky to have you
involved--you made the base look good. Your
respect for authority is good. You handled
yourself well when confronted about the play area.
Financial Responsibility
Support for Organizational Activities
Respect for Authority
Maint of Govt Quarters/Facilities
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Youre a great supervisor. I can tell you
set/enforce standards very well--keep it
up. Initiative is without question. All your
innovations are paying dividends, especially for
our customers. Self-confidence needs work, you
are very hesitant when it comes to public
speaking/writing. Your subordinates applaud your
guidance/feedback--very good! Youre a team
player within the MPF but it took a little
prodding to share your findings with the command.
5. SUPERVISION/LEADERSHIP
Sets and Enforces Standards
Initiative
Self Confidence
Provides Guidance/Feedback
Fosters Teamwork
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6. INDIVIDUAL TRAINING REQUIREMENTS
Your PME is right on track. Great job on your
off-duty education--its making you a more
valuable Air Force asset. You're taking every
chance you can get to make yourself more
valuable -Ex. Quality Management Seminar Youre
taking care of your troops. Good job in getting
A1C Wo the help he needed.
Upgrade (OJT/CDC)
Professional Military Education
Proficiency/Qualification
Contingency/Mobility/Other
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7. COMMUNICATION SKILLS
I see this as your weakest area. You have the
ability to be a great communicator but obviously
dont trust your abilities (i.e.. writing the
article for the base paper and giving briefings
on the new assignment process in the MPF). Trust
your abilities--I wouldnt ask you to do them if
I didnt think you could do it.
Verbal
Written
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(No Transcript)
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FOR TRAINING PURPOSES ONLY
STRENGTHS, SUGGESTED GOALS, AND ADDITIONAL
COMMENTS

RATER SIGNATURE
DATE
FOR TRAINING PURPOSES ONLY
AF FORM 931, JUN 95 (Reverse)
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PFW Homework Assignment

• Use any publication given to you while at ROTC
• Complete in PENCIL
• Cannot collaborate with other students
• PFW must be complete by next class, Feedback
  Assessment

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Summary

• Definition/Objective
• Feedback Process
• Requirements
• Explanation of Forms Used
• Practical Exercise