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ll MAN, PERFORMANCE REP


airman will be conaidered "Outetonding'. About three airmen will be lound who aro'Excellent'. Eight airmen

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DIRECTIONS FOR COMPLEIING AIRMAN RATINGS

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g

The Airman Performance Reports are to be completed only by immediate eupervisors to evaluate tho job per. formanco of their airmen personnel. The ratinga will be more accurate if made over relatively ehort periode of time. Rating ehould not cover less than rixty (60) days nor moro than twelvo (12) montha.

will be rated 'Yery Good,' eight moro only "Goodr' threo airmen 'Fairr' and only one eimatr 'Uneatitlactory'. Thia digtribution ir chowu on tho reyenro ride of form.
DIRECTIONS FOR USING

MTINGS

IIIA on each airman to bo ratod, before looking at aoction IIIB. Vhen eech of your rirmen has boen rated in IIIA' go on to eectipn IIIB and rate each airman in this eeclion.
If you aro raling more thnn one man, fiIl out section

in terms oI other airmen working in the


oince

The ratings of any airman should be evaluated only


eame AFS

it

has been found that eigniEcant difrerencee occur

when people

in dillerent rpecialitiet ere r8ted.

Follow thie procedure io 6lling out each eection. Mark the unknown box only when you have insulficient koowledge of a rating factor. Aa you know &om your own experieuce, men difier a great deal in their ability to do a job. Some lew men do an outatauding job which io eaaily recognized; on tho other extremo thero aro the unaatiefactory worken who aro also lew in numbdr.
Congider the most outetanding airman you havo ac being at tho right end of o yardstick and the most unaatiofactory airman at tho lelt end. Between theso

A final check should be mado with the infomation in section II wheu evaluating an airman'a ratinge. II
the rater indicates he hac aupervieed tho aiman only two months, or aeldom aees hir work, tho rating acale ie of lese value than if longer periods of rupervisi6n or mor frequent observations are indicated. Rating ecalee rhould be used in conjunction with rcorer on the appropriato Airman Proficieucy Tegt as well as other lactors which might be available auch as disciplinary recorda, commendationa, length ol rervice, and other adminietrative records. No ono meaeuro is completely foolproof or absolutely valid. Local conditions and good judgment ahould dictate tho mottrod ueed

Gxtrener you rill fiud diflerent degreee of ability. It har been lound in rating 24 airmen that ueually ono sEcnoN

Ior evaluating airmen in each

caco.

IDE}{T|HCAT|ON

D
AFSX

TA OF AIRMAN BEING RATED (rme

il

an*bd

LASl ilAHE-nRsI NAME-i||DDII

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ORGANIZATION ANO SIAIIOII

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GtADt r.t wr{rcH sElvrNo
AFS OT CURRENI DUTY

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AND LIYEL

Olerkl

7085,0
AIRMAN

,^lac
NUMBEI SUPERYISED BY

HONII{3 IN GRA9I

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4
?EIIOO COYEIED BY NAINO

It

?$HARY AFs,

70250
SECTION

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A

non tp"t, *-nt,-

ys) 29 xovenber 1954

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XNOWLEDGE OF THE SUPERV|SONY tKtTI OF MAN BEING RAI&O

I to (o"y,

mo*h,

yw)

OPPOBTUNIfY OF SUPERVTSOR TO OBSERVE AIRMAN (ctuatc approprbtt borql

flMg NAIET HAS D'BECTIY SUPSIVISSD '


,,lAN BCINO tAIgD

XNOYYLEDGE C'F MAX BEIT{O IATEO


B

c
D^Y

[ 2]roilm3 [ r,,roN?H! n.HoMH3 IrHoilil{r f} c}roilfir f]7Ho]fr]ls

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sEE

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ff*
A wEtr

H,M suPERvtstNo G,ERY DAY

]fls WOlr SEVETA! TIHE! A wgEr r{rr worx ABsrrt

r-llvlsE(HIH SUpEIytStNO SEVERA! TTMES A I sEE

f] e Hoir?Hs Ito r.ro]fi]rt r'r b4iz r.rot t*s or t{om l-l rt HoN?Hs/t n
e

MoNTHS

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lfrr{ supErvEiloAaouT gr,rcE

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RIGH' INOCAIE A NORMAI


DISTRIBIJTION OF

EGURES

AI

R{TINGS

sEcTroN ilr

t
HT

EVATUAIION BY SUPERVISOR OF AIRMAN

tI fffI mI
oTHEt ttEN.

IrI [[I
r!
PLEA5ANI

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IOSE t{ts fEHPtt

ts

oErS ALoNo wELL wtH ls EASY lo ltANDr,.E.


A. HOW WEII DOES GET ALONO wlITI
OIHERS ?

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ro wor( wrrH. ooEs NoI

uN(NowN

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FAIRLY

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HAS IHE IECHNICAL TNOW.HOW. TNOWS

WHAilO DO

XNOWS IHE TEOUINED sTEPS,

lDo nol rola rupowlsory

KNOW ABOU' HIS ASSIGNEO DUIIES ?

How iruct{ DoEs

HE

lnowl!dg!

ln rhl! soctlool

l-l

r-.I

UNSAIIS.

(NOWLEDOI

rrcrorY

fl

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CAREFUL

AND GOOD JUDGHCM.

WOtrcR. A rHOroUeH WOfl(E& WO0(! OUrCXry. eHECX!

l{! Wonri WOnx syStEH

DrstLAyS [\lril^?lvt

c. How wErt
DO HIS
DUTIES ?

DoE3

l{l

ASSIGNEO

(Do not rolc thc tupcryl. rory portof thlr mdn'r lobl

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uNl(NowN

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AN

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WORI(ER

UNSATTS"

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VERY

E ll"rr'.* woRxEt

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ISTANDINO
WORI(ETS

E/o*:

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D. HOW WETL DOES H


SUPERVISE ?

onoANlzEs

tlsPoNstalurY.

wotK

i;;;;;;;H;;-J':hi;' ' mon perlormlng ruporvl.

rCllI ^....L:-

PLANS WOR( DI AO VANC& Colrlltot3 I YOrrEt'S JSES PTOPEN AUTHOT ITY. DEVELOPS IEAI twotK

EfrottS Ic o*t Jog DoNI Sflr( :rtNltY. Assul.ttt

f]

sory duliosl Nor A?rucAErE


UNKNOTVN

r-1 AN UNSAll9

1-l recronv

r-.I A FAIN I lsupsnvrsot

N A3 GOOD LJ es uosr

r-] lJ

VERY

SUPERVISOT

suPERVrSOlt

COroo

SUPERVISOI

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sxcErLEM

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Host our.
STANOINO

ONE

Of

?HE

SUPERVISORS

HAs

DISPTAYt 'ECI{NICAL

AND i'IIUIATY PTO'ICIENCY. PANTICIPAIES O{ UNIT ACTVITIE3. !,IAINIAINS OISCIPIINE, AND HORATE }IIUTAIY A?PEANAI{C: A'.IO CONDUCI. COOPSRATES WIH SUPCRVISORS AND OTHSN Af PERSONNL 'iOPER

0r

OYERALL IATIilO

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N UNSATI$ LJ saglsjv

n r^lr

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YERY

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ii7 l[}(
EOUAL SERV|CE AND EXPEBENCE

sEcTroN rv

RECOMMENDAIIONS FOR PROMOTION

f]

Do lror rEcor.rHElro rgR pror{oilgr{

N I ALONO W|IH OTHEI t txo EXPERIENcE


IDENTIFICAIION OF

AIIMEN OF EOUAL SERVIC'

exeeo oF orHER

ATRMEN

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PosnroN

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'\TIFTCATION OF IMMEDIATE UNII


ORGANIZATION

CC}I"1M/'I^ER
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col'{4A}D-$lT

IIEDRONSEC

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