Documenting Performance

Required for Each Section

Include at least one performance statement in each section of the evaluation being accomplished.

What a Performance Statement Is

1. The behavior or action taken by an Airman
2. The impact, results, or outcome of that behavior or action

The Standard

The expectation for performance evaluations is fair and equal treatment of all and enforcement of the same behavior in subordinates. The goal is for fair and accurate evaluations to help ensure the best qualified members are identified for positions of higher responsibility.

Vague vs. Specific Comments

Vague comments such as "conduct unbecoming…" or "an error in judgment led to an off-duty incident…" are too vague.

Examples of valid comments:

• "Master Sergeant Smith drove while intoxicated, for which he received an Article 15"
• "Captain Jones made improper sexually suggestive and harassing comments to a squadron member, for which he received a Letter of Reprimand"

Aspects to Consider

When preparing an accurate assessment of behavior, consider:

• Impact on the USAF as an institution (Did it bring discredit on the USAF?)
• Impact on the ratee's duties (Did it affect ability to fulfill assigned duties?)
• Impact on the USAF mission (Did the mission suffer? Was unit morale affected?)
• Grade, assignment, and experience of the ratee (Is the ratee in a sensitive job? Should they have known better?)
• Number and frequency of violations (Isolated or repeated incident?)
• Consequences of the misconduct (Death, injury, or loss of/damage to military or civilian property?)
• Other dissimilar acts of misconduct during the reporting period (Pattern emerging?)
• Unique, unusual, or extenuating circumstances (Willful and unprovoked, or aggravating factors?)

What Counts as an "Adverse Action"

For the purpose of this policy, an adverse action includes reportable civilian offenses or convictions — other than convictions for motor vehicle violations that do not require a court appearance.

Reportable Convictions

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
5. Any other similar disposition of civilian criminal charges

Cross-Service Reporting

If a commander or military law-enforcement official receives information that a USAF member, under the jurisdiction of another military department, has become subject to a reportable conviction, the commander or military law-enforcement official shall forward it to the member's immediate commander.

Sex-Related Offense Documentation Mandatory

• Performance report or training report
• Promotion recommendation form (if not already documented)

Sex-related offenses include violations of the Uniform Code of Military Justice or attempts to commit related offenses.

Court-Martial or Senior Rater Adverse Filing

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 next performance or training report and promotion recommendation form (if not already documented).

The evaluation becomes a referral for the performance report or training report.

Extraordinary Cases — Waiver Process

1. From the rater
2. Through any required additional rater
3. Through the ratee's commander
4. To the ratee's senior rater
5. If endorsed, forwarded to the major command commander or authorized final approval authority