Diversity
what is the FAIR way?
Feedback
Assistance
Inclusion
Respek
What are the four purposes?
establish performance standards and expectations for ratees
provide a reliable, long-term, cumulative record
provide SNCO evaluation boards (WAPS)
document in the permanent record (or other punitive administrative action)
How long do you have to conduct an Initial Feedback?
60 days
Give ratings based on how alike they are to the rater
Similar-to-me-effect
you will be responsible for documenting your Airmen’s performance on an AF Form ___, (AB-TSgt) Enlisted Performance Report.
AF Form 910
giving and receiving information about expectations. It also includes information on how to meet expectations. NCOs should give this type of feedback given early and often, especially when it involves a new assignment or new people.
Feedback
What are the 5 Impacts of the EPRs
Promotions
Productivity
Decorations
Developmental Special Duties
Force Management
Additional Types of feedback
End-of-Reporting Period Feedback
Preventive Feedback
Rehabilitative Feedback
tendency to evaluate based on traits or characteristics of a person
halo-effect
systematically moving Airmen from one job to another within the entire range of possible tasks. This keeps Airmen from being bored, and it gives everyone an opportunity to learn all aspects of a work center
Job Rotation
What is Respect in the "FAIR way"
recognizing each person’s unique value, contributions, and potential to the organization.
What are the methods of monitoring performance?
-Direct Observation
-Indirect Observation
-Checking Completed work/products
the type of feedback done before an Airman violates a standard or falls below your supervisory expectations.
Preventative Feedback
overly critical evaluation of someone's performance
Harshness
occurs when you give an Airman a wider range/variety of tasks to perform.
Job Enlargement
making sure everyone has the opportunity to fully participate in the workplace.
Inclusion
How long do you have to conduct an Initial Feedback?
Within the first 60 days
in conjunction with presenting the evaluation (EPR) to the ratee. The EPR will serve as the feedback form for the ____ performance feedback session.
End-of-reporting period feedback
evaluate people based on most recent performance
refers to adding challenges or new responsibilities to current jobs. This could include special project/task assignments, switching roles within a work team, or increasing your Airman’s independence and freedom to be creative on the job.
Job Enrichment
Effective use of this technique requires managers to reach out to workers in a proactive way and find out what ____ they need to do their jobs.
making sure workers have what they need to work to their fullest potential.
Assistance
Rater Evaluation Errors: ___, ___, ___, ___, ___, ___, ___, ___, and ___
1. Leniency
2. Harshness
3. Recency
4. Past Performance Error
5. Central Tendency
6. Contrast Error
7. Halo Effect
8. First Impression Error
9. Similar-to-me-effect
When is Preventative and Rehabilitative Feedback accomplished
Preventative - BEFORE violating a standard
Rehabilitative - AFTER violating a standard
Tendency to evaluate all people as average regardless of differences in performance
Central Tendency
You can improve the job by evaluating things like the ___, ___, and ___.
necessity of tasks, appropriateness of tasks, and job design.