Term
| Purpose of performance feedback sessions |
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Definition
• To direct or establish performance related communication
- Face-to-face feedback
- Learn strengths and weaknesses
- Clarify confusion and set expectations
• Requires supervisor to:
- Discuss objectives, standards, behavior, and performance with the ratee
- Provide a written progress report before and after an official evaluation is due |
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Term
| Identify Air Force members required to receive performance feedback. |
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Definition
• Airman Basic - Chief Master Sgt
• 2Lt - Colonel |
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Term
| State when performance feedback sessions are held for each military rank. |
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Definition
• Initial: (all enlisted and 2Lt-Col) within 60 days of being assigned a rating official
• Mid-Term: (AB-SMSgt and 2Lt-Lt Col) at mid-point of rating period
• Follow-up: (all enlisted and 2Lt-Col) done in conjunction with close-out of performance report
• Whenever rater determines the need for one
• Within 30 days of ratee request (with at least 60 days since last) |
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Term
| Describe the sources of rater errors |
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Definition
• Rating performance as “outstanding” when it is not
• Halo/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 his/her performance)
• Limited Observation and Poor Recall
- Stereotypes
- Overlook improvement on past performance
- Judged on most recent experiences rather than performance during the entire period |
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Term
| Identify the ways to avoid rater errors. |
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Definition
• Exhibit the right attitude; remember the goal is to develop the individual
• Learn and practice good observation skills
• Gather & report supporting information
- Discriminate between relevant and irrelevant information
- Doing selective work sampling when direct observation is infrequent |
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Term
| State the objective of Enlisted Performance Reports (EPR). |
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Definition
| • Provides an official record of performance as viewed by officials in the rating chain who are closest to the actual work environment. (AFI 36-2406) |
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Term
| Identify who is required to receive an EPR. |
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Definition
• All enlisted members SrA thru CMSgt.
• A1C and below if they have 20 months or more of Total Active Federal Military Service (TAFMS). |
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Term
| Identify when an EPR is required. |
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Definition
• Annually if no changes during reporting cycle (change in reporting official, PCS, PCA, etc.)
• After a change during the reporting cycle when there has been 120 days or more of supervision |
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Term
| Describe the promotion methods for enlisted personnel |
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Definition
• Fully Qualified E-2 (Amn) through E-4 (SrA)
- All must meet time in grade requirements
- E-4 Senior Airman--must receive skill level
• Weighted Airman Promotion System (WAPS) E-5 through E-7
- For individuals whose performance and potential clearly set them far above their peers
- Very limited in number
Max Pts
Enlisted Performance Reports Points (EPRs) …….. 135
Specialty Knowledge Test (SKT) …………………... .....100
Professional Development Guide (PDG) Score .... 100
Time in Service (TIS) .……………………………….......... 40
Time in Grade (TIG) ….……………………………............60
Decorations ……………………………………………........... 25
Total Points Possible 460
• Whole Person Concept E-8 (SMSgt) through E-9 (CMSgt)
- Weighted factors similar to WAPS
- Individual’s record meets a board
Max Pts
EPRs.……….…………………………......135
Supervisory Exam.……………………100
Time in Service (TIS)…………….…..25
Time in Grade (TIG)……………….…60
Decorations………………………….….25
Central Board Score………………….450
Total Possible Points………………..795 |
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Term
| State an officer's responsibilities to subordinates in the career progression system. |
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Definition
• Career Development Counseling
• Seek out additional duties
• Provide time for self-development
• Correct deficiencies
• Recognize outstanding contributions and achievements |
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Term
| Describe the three steps of the evaluation process. |
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Definition
• Observation
- Requires planning & preparation
- Requires communication
- Requires feedback
• Evaluation
- Judge observed performance versus:
- Predetermined standards
- Performance of others
- Members of the same “AFSC and Grade”
• Documentation
- Records the results
- Provides a long term record of an officer’s professional development
- Primary instrument for identifying best qualified |
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Term
| Describe the different types of performance reports and uses for each. |
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Definition
• OPR (AF FORM 707)
- Performance standards are the same for all grades
- Rater Overall Assessment
- Performance Factors
• Training Report (AF Form 475)
- Used for training of 8 weeks or more
- Filed upon completion, interruption, or elimination from training
• Letter of Evaluation (AF Form 77)
- Used when ratee is away from reporting official
- CRO with less than 120 days of supervision
- Under supervision of someone other than your supervisor
- Provides input to rater |
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Term
| State when performance reports are prepared. |
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Definition
• Completed Annually
• Change of Reporting Official (CRO)
• Minimum 120 days of supervision
• AF Form 707 |
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Term
| Identify inappropriate comments for performance reports. |
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Definition
• Charges/investigations not completed or acquittals
• Recommendations for decorations
• Race, gender, age, religion, etc. of ratee
• Drug/Alcohol abuse rehabilitation programs
• Previous ratings or reports
• Developmental education (completion or enrollment)
• Advanced academic education; Promotion recommendations |
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Term
| Describe the best qualified and fully qualified promotions for the officer personnel. |
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Definition
• Fully Qualified: For promotion from 2d Lt to 1st Lt & 1st Lt to Capt
• Best Qualified: For promotion to Maj thru Col
- Prepared by Senior Rater
- Based on Performance and Performance - Based Potential
- Completed No earlier than 60 Days before the Selection Board; you can receive 30 days before the board |
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Term
| Define force development. |
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Definition
| • is the series of experiences and challenges , combined with education and training opportunities that produce Air Force leadership |
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Term
| List the four objectives of force development. |
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Definition
• Connect training/education to assignments to build competencies
• Connect individual’s goals with AF needs
• Personnel-directed decision processes invest right education/training in right officers at right time
• Enhance leadership roles in officer development through using their inputs and providing feedback |
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Term
| List the three levels of force development. |
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Definition
• Tactical: Airmen master their primary duties and develop experiences applying those skills
• Operational: Transition from specialists to understanding Air Force integration
• Strategic: Transition to leading and directing exceptionally complex and multi-tiered organizations |
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Term
| List the six guiding principles of tactical-level force development. |
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Definition
• Build AF cultural awareness; understand how they function as part of air and space power team
• Bond to Core Values; understand and internalize
• Build Skill Competence; get good at your job
• Build Expeditionary Experience; DEPLOY
• Build Joint and Coalition Knowledge; you don’t operate alone
• Build Expertise Through Mentoring; up and down i.e. give and get |
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Term
| Identify the criteria boards use to select officers for promotion. |
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Definition
• Job performance - promotion recommendation forms, OPRs, training reports, and letters of eval
• Job responsibility - scope, exposure, opportunity to make decisions, resources managed
• Leadership - in staff, operations, and command positions
• Breadth and Depth of Experience
• Academic and Professional Military Education
• Specific Achievements |
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Term
| List the items contained in the officer selection folder. |
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Definition
• OPRs and TRs (Training Reports)
• OSB (Officer Selection Brief)
• US Decoration Citations
• Specialty Board Cetifications
• Courts-Martial Orders
• Optional Items |
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Term
| Identify reasons why the Department of Defense employs civilians. |
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Definition
• To acquire abilities not available
- Highly technical positions
- More efficient to hire already qualified civilians
• Assure continuity of administration and operation
- Civilians are not subject to PCS rules
- Provide corporate knowledge
• Obtain nucleus of workers that can be expanded in an emergency
• Free military personnel for military duties
- Military members can concentrate on combat readiness
- Deployment |
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Term
| Identify the information required for a civilian position description. |
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Definition
• Not based on AFSC as with military members
- Based on duties and responsibilities required to support mission requirements
- Position description is the official document that outlines major duties that must be performed
- Determines the grade of employee
• Contains: responsibilities; principle duties; technical expertise requirements; supervisory relations |
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Term
| Describe the differences between the General Schedule (GS) and Federal Wage System. |
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Definition
• General schedule
- Nearly two-thirds of civilian employees are GS
- White collar jobs (professional, technical managerial, clerical, and administrative)
• Federal wage system
- Second largest category
- Blue collar positions (skilled or unskilled trades such as sheet metal workers, mechanics, etc.)
• Now there is also the National Security Personnel System(NSPS) system; more performance based rather than automatic |
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Term
| State sources of supervisory guidance for people who supervise civilians. |
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Definition
• “36” Series of Air Force publication
• Civilian Personnel Flight |
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Term
| State the complaint channels available to civilian employees concerning discrimination. |
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Definition
• Informal
o Alleged perpetrator
o Employee or perpetrator’s supervisor
• Formal
o Equal Employment Opportunity (EEO)
o Equal Employment Opportunity Commission (EEOC)
o Federal District Court |
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Term
| Summarize the differences and similarities in the main religions of the Middle East. |
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Definition
• Christianity, Judaism, Islam
• All have the following in common:
- One God, in fact, THE SAME GOD!; Descendents of Abraham
- Accept some concept of judgment day; Existence of free will and human sin
- Necessity of repentance
(look at chart) |
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Term
| Explain the Israeli-Palestinian conflict. |
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Definition
• Land- Both sides lay claim to land that has changed hands many times since biblical times
• Property- Both sides have owned property that is now under the other’s control
• Water- As we pointed out earlier, water is always a scarcity in the region. Control of the water is ultimately control over life
• Both sides also want a Nation to call their own, independent of the other, yet neither is willing to give up enough to make this happen |
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Term
| Summarize four reasons why Israel and America are allies. |
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Definition
• Because of atrocities against Jews during WW II, there’s widespread sympathy and support for a Jewish state
• Support strengthened over years due to Arab-Israeli wars and Soviet support of Arabs
• Israel has often been our best ally in the Middle East
• American Jewish community as well as fundamentalist Christian movement are vocal supporters |
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Term
| Understand the strategic reasons for Middle East's importance to the world. |
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Definition
• 1/3 of worlds oil supply
• 60% of world oil reserves
• Located across vital trade, communications, and transportation lines |
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Term
| Understand the strategic reasons for Middle East's importance to the world. |
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Definition
• 1/3 of worlds oil supply
• 60% of world oil reserves
• Located across vital trade, communications, and transportation lines |
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Term
| Describe Middle East's future in natural gas and oil production. |
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Definition
• World oil demand set to double of next 30 years
• Middle eastern oil will be central not only to American, but global stability |
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Term
| Describe the criticality of the water shortage in the Middle East. |
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Definition
• Ten countries in the region are consuming more than 100% of their renewable water supplies
• Bahrain, Israel, Jordan, Kuwait, Libya, Oman, Qatar, Saudi Arabia, the United Arab Republic, Yemen, and Palestine (the West Bank and Gaza)
• The degradation of water quality is also a major issue
• By 2025, the following countries are expected to face “absolute water scarcity” (not enough water to grow 1990 levels of food, less than 500 Cubic Meters/Capita):
- Egypt Iran
- Iraq Kuwait
- Syria Tunisia
- Saudi Arabia UAE
- Israel Yemen
- Jordan Oman
- Libya |
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