The AF 707 form, known as the Officer Performance Report, is a critical tool used to evaluate the performance of officers from Lieutenant to Colonel in the U.S. Air Force. This form captures essential data about an officer's job performance, leadership skills, and overall contributions to their organization. Understanding how to accurately fill out this form is vital for both the ratee and the evaluators involved in the process.
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The AF 707 form, known as the Officer Performance Report, plays a crucial role in the evaluation process for officers ranging from Lieutenant to Colonel in the U.S. Air Force. This comprehensive document captures essential identification data, including the officer's name, Social Security number, rank, and duty assignment. It serves as a structured means to assess various performance factors, such as job knowledge, leadership skills, and communication abilities. Each performance factor is rated against established standards, allowing evaluators to provide a clear picture of an officer's effectiveness and potential for advancement. The form also includes sections for the rater, additional rater, and reviewer to offer their assessments, ensuring a multi-layered evaluation process. Acknowledgment by the ratee signifies receipt of the report but does not imply agreement with its content. Privacy considerations are paramount, as the information contained within the AF 707 is protected under the Privacy Act of 1974, emphasizing the need for confidentiality in handling these evaluations. Ultimately, the AF 707 serves not only as a record of performance but also as a pivotal tool in shaping an officer's career trajectory within the Air Force.
OFFICER PERFORMANCE REPORT (LT THRU COL)
I. RATEE IDENTIFICATION DATA (Read AFI 36-2406 carefully before filling in any item)
1. NAME (Last, First, Middle Initial)
2. SSN
3. RANK
4. DAFSC
5. REASON FOR REPORT
6. PAS CODE
7. ORGANIZATION, COMMAND, LOCATION, AND COMPONENT
8.PERIOD OF REPORT
FROM
THRU
9.NO. DAYS SUPV.
NO. DAYS NON-RATED
II.JOB DESCRIPTION (Limit text to 4 lines)
DUTY TITLE
10. SRID
III. PERFORMANCE FACTORS
DOES NOT
MEETS
MEET STANDARDS
STANDARDS
Job Knowledge, Leadership Skills (to include Promoting a Healthy Organizational Climate). Professional Qualities,
Organizational Skills, Judgment and Decisions, Communication Skills (see reverse if marked Does Not Meet Standards)
IV. RATER OVERALL ASSESSMENT (Limit text to 6 lines)
Last performance feedback was accomplished on:
(IAW AFI 36-2406) (If not accomplished, state the reason)
NAME, GRADE, BR OF SVC, ORGN, COMMAND & LOCATION
DATE
SSN
SIGNATURE
V. ADDITIONAL RATER OVERALL ASSESSMENT (Limit text to 4 lines)
CONCUR
NON-CONCUR
VI. REVIEWER (If required, limit text to 3 lines)
VII. FUNCTIONAL EXAMINER/AIR FORCE ADVISOR
FUNCTIONAL EXAMINER
AIR FORCE ADVISOR
(Indicate applicable review by marking the appropriate box)
VIII. RATEE'S ACKNOWLEDGMENT
I understand my signature does not constitute agreement or
Yes No
disagreement. I acknowledge all required feedback was
accomplished during the reporting period and upon receipt
of this report.
AF FORM 707, 20150731, V1
(PREVIOUS EDITIONS ARE OBSOLETE)
PRIVACY ACT INFORMATION: The information in this form is
FOR OFFICIAL USE ONLY. Protect IAW the Privacy Act of 1974.
RATEE NAME:
IX. PERFORMANCE FACTORS (If Section III is marked Does Not Meet Standards, fill in applicable block[s])
1. Job Knowledge. Has knowledge required to perform duties effectively. Strives to improve knowledge. Applies knowledge to handle non-routine situations.
2.Leadership Skills. Sets and enforces standards. Promotes a Healthy Organizational Climate. Works well with others. Fosters teamwork. Displays initiative. Self-confident. Motivates Subordinates. Has respect and confidence of subordinates. Fair and consistent in evaluation of subordinates.
3.Professional Qualities. Exhibits loyalty, discipline, dedication, integrity, honesty, and officership. Adheres to Air Force Standards (i.e. Fitness standards, dress and appearance, customs and courtesies, and professional conduct.) Accepts personal responsibility. Is fair and objective.
4.Organizational Skills. Plans, coordinates, schedules and uses resources effectively. Meets suspenses. Schedules work for self and others equitably and effectively. Anticipates and solves problems.
5.Judgment and Decisions. Makes timely and accurate decisions. Emphasizes logic in decision making. Retains composure in stressful situations. Recognizes opportunities. Adheres to safety and occupational health requirements. Acts to take advantage of opportunities.
6. Communication Skills. Listens, speaks, and writes effectively.
X.REMARKS (use this section to spell out acronyms from the front)
XI. REFERRAL REPORT (Complete only if report contains referral comments or the overall standards block is marked as does not meet standards)
I am referring this OPR to you according to AFI 36-2406, para 1.10. It contains comment(s)/rating(s) that make(s) the report a referral as defined in AFI 36-2406, para, 1.10. Specifically,
Acknowledge receipt by signing and dating below. Your signature merely acknowledges that a referral report has been rendered; it does not imply acceptance of or agreement with the ratings or comments on the report. Once signed, you are entitled to a copy of this memo. You may submit rebuttal comments. Send your written comments to:
not later than 3 duty days (30 for non-EAD members) from your date below. If you need additional time, you may request an extension from the individuals named above. You may submit attachments (limit to 10 pages), but they must directly relate to the reason this report was referred. Pertinent attachments not maintained elsewhere will remain attached to the report for file in your personnel record. Copies of previous reports, etc. submitted as attachments will be removed from your rebuttal package prior to filing since these documents are already filed in your records. Your rebuttal comments/attachments may not contain any reflection on the character, conduct, integrity, or motives of the evaluator unless you can fully substantiate and document them. Contact the MPS, Force Management section, or the AF Contact Center if you require any assistance in preparing your reply to the referral report. It is important for you to be aware that receiving a referral report may affect your eligibility for other personnel related actions (e.g. assignments, promotions, etc.). You may consult your commander and/or MPS or Air Force Contact Center if you desire more information on this subject. If you believe this report is inaccurate, unjust, or unfairly prejudicial to your
career, you may apply for a review of the report under AFI 36-2406,
Chapter 10, Correction of Officer and Enlisted Evaluation Reports, once the report becomes a matter of record as
defined in AFI 36-2406, Attachment 2.
NAME, GRADE, BR OF SVC OF REFERRING EVALUATOR
SIGNATURE OF RATEE
INSTRUCTIONS
ALL: Recommendations must be based on performance and the potential based on that performance. Promotion recommendations are prohibited. Do not comment on completion of or enrollment in Developmental Education, advanced education, previous or anticipated promotion recommendations on AF Form 709, OPR endorsement levels, family activities, marital status, race, sex, ethnic origin, age, religion or sexual orientation. Evaluators enter only the last four numbers of SSN.
RATER: Focus your evaluation in Section IV on what the officer did, how well he or she did it, and how the officer contributed to mission accomplishment. Write in concise "bullet" format. Your comments in Section IV may include recommendations for assignment. Provide a copy of the report to the ratee prior to the report becoming a matter of record and provide follow-up feedback to let the ratee know how their performance resulted in this final product.
ADDITIONAL RATER: Carefully review the rater's evaluation to ensure it is accurate, unbiased and uninflated. If you disagree, you may ask the rater to review his or her evaluation. You may not direct a change in the evaluation. If you still disagree with the rater, mark "NON-CONCUR" and explain. You may include recommendation for assignment.
REVIEWER: Carefully review the rater's and additional rater's ratings and comments. If their evaluations are accurate, unbiased and uninflated, mark "CONCUR" and sign the form. If you disagree with previous evaluators, you may ask them to review their evaluations. You may not direct them to change their appraisals. If you still disagree with the
additional rater, mark "NON-CONCUR" and explain in Section VI. Do not use "NON-CONCUR" simply to provide comments on the report.
RATEE: Your signature is merely an acknowledgement of receipt of this report. It does not constitute concurrence. If you disagree with the content, you may file an evaluation appeal through the Evaluation Reports Appeals Board IAW AFI 36-2406 Chapter 10 (Correcting Officer and Enlisted Evaluation Reports), or through the Air Force Board for Correction of Military Records IAW AFI 36-2603 (Air Force Board for Correction of Military Records) and AFPAM 36-2607 (Applicants' Guide to the Air Force Board for Correction of Military Records (AFBCMR).
PRIVACY ACT STATEMENT
AUTHORITY: Title 10 United States Code (U.S.C.) 8013, Secretary of the Air Force: AFI 36-2406, and Executive Order 9397 (SSN), as amended.
PURPOSE: Used to document effectiveness/duty performance history; promotion, school and assignment selection; reduction-in-force; control roster; reenlistment; separation; research and statistical analysis.
ROUTINE USES: May specifically be disclosed outside the DoD as a routine use pursuant to 5 U.S.C. 552a(b)(3). DoD Blanket Routine Uses apply.
DISCLOSURE: Voluntary. Not providing SSN may cause form to not be processed or to positively identify the person being evaluated.
SORN: F036 AF PC A, Effectiveness/Performance Reporting Records
Filling out the AF 707 form requires careful attention to detail. This form is essential for documenting officer performance and must be completed accurately to ensure proper evaluation. Follow the steps below to fill out the form correctly.
What is the AF Form 707 used for?
The AF Form 707, also known as the Officer Performance Report (OPR), is used to evaluate the performance of officers in the U.S. Air Force from the rank of Lieutenant to Colonel. It documents an officer's effectiveness, job performance, and potential for future assignments or promotions.
Who is responsible for filling out the AF Form 707?
The primary responsibility for completing the AF Form 707 lies with the rater, who is typically the officer's direct supervisor. Additional raters and reviewers may also provide input to ensure a comprehensive evaluation. Each evaluator must adhere to guidelines set forth in AFI 36-2406.
What information is required in Section I of the AF Form 707?
Section I collects essential identification data, including the officer's name, Social Security Number (SSN), rank, duty Air Force Specialty Code (DAFSC), reason for the report, and organizational details. This section also specifies the reporting period and the number of days supervised versus non-rated.
What are performance factors assessed in the AF Form 707?
The AF Form 707 evaluates several performance factors, including job knowledge, leadership skills, professional qualities, organizational skills, judgment and decisions, and communication skills. Each factor is assessed as either "Does Not Meet Standards" or "Meets Standards," providing a clear picture of the officer's performance.
What happens if an officer disagrees with their performance report?
If an officer disagrees with the content of their performance report, they can file an evaluation appeal. This can be done through the Evaluation Reports Appeals Board or the Air Force Board for Correction of Military Records, as outlined in AFI 36-2406 and AFI 36-2603.
How is feedback provided to the officer being evaluated?
The rater is required to provide feedback to the officer during the reporting period. This feedback should be constructive and help the officer understand how their performance influenced the final evaluation. It is crucial for the rater to share insights before the report becomes a matter of record.
What is the significance of the "Ratee's Acknowledgment" section?
This section allows the officer being evaluated to acknowledge receipt of the report. It's important to note that signing this section does not imply agreement with the content. The officer can still express disagreement or concern about the evaluation through the appropriate channels.
Are there any privacy concerns related to the AF Form 707?
Yes, the information on the AF Form 707 is considered sensitive and is for official use only. It must be protected in accordance with the Privacy Act of 1974. Disclosure of personal information, such as SSN, is voluntary but necessary for processing the form accurately.
Filling out the AF Form 707 can be a straightforward process, but many individuals make common mistakes that can lead to complications. One frequent error is failing to read the instructions carefully. The form contains specific guidelines, particularly in Section I regarding the ratee's identification data. Missing details, such as the full name or Social Security Number (SSN), can delay processing and create issues down the line.
Another mistake often made involves the performance factors section. Evaluators may mark "Does Not Meet Standards" without providing adequate justification or explanation. This lack of detail can lead to confusion and may require additional clarification later. It is crucial to be specific about the reasons for any ratings to ensure that the evaluations are clear and actionable.
Additionally, individuals sometimes neglect to include the required signatures. Each section of the form requires the appropriate signatures from the rater, additional rater, and reviewer, where applicable. Omitting these signatures can invalidate the report and result in unnecessary delays in processing.
Lastly, many people overlook the acknowledgment section. The ratee's signature indicates that they have received the report, but it does not mean they agree with its contents. Misunderstanding this point can lead to disputes later on. It's essential to clarify that signing does not equate to concurrence with the evaluations presented in the report.
The AF Form 707 is a critical document used for evaluating officer performance within the United States Air Force. Alongside this form, several other documents are commonly utilized to ensure a comprehensive assessment of an officer's performance. Below is a list of these forms, along with brief descriptions of each.
Understanding these additional forms and documents enhances the evaluation process and provides a more rounded view of an officer's performance. Each plays a distinct role in the overall assessment and contributes to personnel management within the Air Force.
The AF Form 707, known as the Officer Performance Report, shares similarities with several other documents used in military and organizational contexts. Each of these forms serves to evaluate performance and facilitate personnel decisions. Below is a list of six documents that are similar to the AF 707 form, along with an explanation of how they relate to it.
When filling out the AF 707 form, it is essential to approach the task with care and attention. Here is a list of things you should and shouldn't do:
Understanding the AF 707 form, also known as the Officer Performance Report (OPR), is crucial for military personnel. However, several misconceptions can lead to confusion. Here are four common misconceptions about the AF 707 form:
Addressing these misconceptions can help military personnel navigate the evaluation process more effectively, ensuring that they understand their rights and responsibilities regarding the AF 707 form.
When filling out the AF 707 form, keep these key points in mind: