Let me open this post with a brief statement: I love the Air Force and thing it is an amazing organization. I highly recommend this branch as a launching site for any young persons career. All organizations have their faults. Please understand that I respect the USAF.
When it comes to taking charge of your life I understand the need to take things into your own hands but I also believe the things I highlighted in RED should be handled by the supervisor.
Please notice the last "red" highlight, even the military needs to learn how to be encouragers.
5 Steps to Improving Your EPR "SCORE"
Although the Air Force Performance Evaluation system is designed to observe and report your performance, there are 5 steps you can take that are virtually guaranteed to improve your evaluations.
Step 1. Start out by reading AIR FORCE INSTRUCTION 36-2406. Understanding how the process works is key to making it work for you. Pay particular attention to appropriate evaluation form for your rank.
Step 2. Communicate. Talk with your evaluator (supervisor) about your performance report. You should go over the form line by line to determine their expectations. Ask your evaluator for their advice on how to improve your EPR and get the highest score possible.
Step 3. Be Opportunistic. Take every opportunity you can to demonstrate the level of performance that your evaluator suggested. Be sure to take the initiative and show that you're committed to performing at the highest level.
Step 4. Record your personal performance. Keep a performance diary, noting the times and situations when you demonstrated the skills, initiative, leadership, and performance your evaluator suggested.
Step 5. Evaluate yourself. Complete your own evaluation report including documentation and support information. After all it is your career, and you are the only one who knows exactly what you have accomplished during the evaluation period. Submit your EPR and documentation to your evaluator.
Your evaluator has a rough job, he or she has to monitor you and your coworkers performance throughout the entire evaluation period. It is nearly impossible for an evaluator to remember every detail about your performance. In fact evaluators tend to remember negative situations more often than the positive ones. By following these 5 steps you will make your evaluators job easier, and when you make their job easier it can't help but to increase your EPR SCORE.
2 comments:
In my experience, even when supervisors have good intentions, personal initiative often makes the difference between having that conversation and not having it.
By the way, which do you think is more challenging to a supervisor—managing initiative or motivating initiative? Which one of those is more important?
Hey Loren, thanks for the comment. To answer your question, motivating initiative is the most important to me. I do not think in this case it is the initiative of the sub-ordinate I question but of the supervisor. I would so love to manage someone's initiative but when and where is the initiative of a leader in question? I think the example I have given her is exactly what I am talking about!
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