![]() ![]() The primary complaint is that the system has become inflated. The EPR system has come under heavy criticism from all ranks in the Air Force. The new reports will include a section for promotion recommendations that will curb inflation through forced distribution and stratification restrictions. The static dates will enable the implementation of the forced distribution and restricted stratification policy and result in more accurate, useful performance-based evaluations. Starting November 2014, static -or fixed - annual close out dates will be used for each rank tied to regular Air Force (RegAF) promotion eligibility cut-off dates (PECD). On 1 January 2014 a revised AFI and slightly revised EPR forms were released adding organizational climate to the listed of items to consider in the Primary/Additional Duties section. The format for entries in the Enlisted Performance Report continues to be the "bullet statement format". The implementation dates of the new versions were as follows: Another new feature of the EPR is the ratee's signature as well as the use of digital signatures using the Common Access Card (CAC). A section on physical fitness was added, with those scoring less than 75 receiving a referral report. EPR narrative comments were significantly reduced and performance assessment areas now reflect the increased responsibility Airmen are charged with as they progress in rank. On 12 July 2007 the Air Force announced a major overhaul of the content of the EPR and OPR reports in an effort to decrease the time required to accomplish the report. Stratification statements on all other performance reports, to include CMSgt reports, are strictly prohibited. Stratification statements must be stated in quantitative terms (#1 of 125 MSgts) and will be based on the number of peers (in the same grade as the ratee) assigned within the evaluator's rating scheme. Only those who are stratified will have their evaluation signed/closed out by the senior evaluator (senior rater). Promotion-eligible senior NCOs who are not stratified will have their evaluations close out at the deputy evaluator (first O-6) or intermediate evaluator (unit commander) level. Senior raters are limited to stratifying the top 10 percent of their master sergeant promotion-eligible Airmen and the top 20 percent of their senior master sergeant promotion-eligible Airmen. Stratification is the "rack-and-stack" process senior raters use to identify their top promotion-eligible master sergeants and senior master sergeants. SrA and below with 20 months or more TAFMS: 31 March (started in 2015).In 2014/2015 reports were changed to close out on the same date every year and change of reporting official reports were eliminated. Personnel who have left the Air Force and are seeking jobs in the civilian world will sometimes use EPRs to augment their résumé.Īnnual Static Closeout Dates (SCOD) This is arguably the biggest difference between the Air Force EPR and civilian counterparts. EPRs are normally written by the member's supervisor with additional input provided by their supervisor's supervisor.Īlthough the bulk of the evaluation is focused on their duty (job) performance, enlisted members are also evaluated on their off-duty performance in areas such as volunteerism and continuing education. ![]() The period of time covered by the EPR is normally no less than 120 days and no longer than 365 days. In WAPS, past EPRs are worth up to 135 points.Īn EPR evaluates the performance of an enlisted member both on and off duty. To provide officer central selection boards, senior NCO evaluation boards, the Weighted Airman Promotion System (WAPS), and other personnel managers sound information to assist in identifying the best qualified enlisted personnel.To provide a reliable, long-term, cumulative record of performance and potential based on that performance.To provide meaningful feedback to individuals on what is expected of them, advice on how well they are meeting those expectations, and advice on how to better meet those expectations.
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