Af 707 Template

Guidelines on Filling in Af 707

Filing out the AF Form 707, or the Officer Performance Report for ranks Lieutenant through Colonel, is an essential part of documenting an officer's performance, progress, and potential within the Air Force. This process ensures officers are evaluated fairly and accurately over the course of their duties. Below are straightforward steps to complete this form correctly, ensuring all necessary information is provided in a clear and concise manner.

1. Begin with Section I, "RATEE IDENTIFICATION DATA." Carefully read AFI 36-2406 to understand how to fill out each item accurately.
2. Enter the officer's NAME (Last, First, Middle Initial) in item 1.
3. For item 2, fill in the officer's Social Security Number (SSN), adhering to privacy regulations by only including the last four digits.
4. Record the officer's RANK in item 3.
5. In item 4, specify the officer's Duty Air Force Specialty Code (DAFSC).
6. Determine the REASON FOR REPORT in item 5 and enter it.
7. Item 6 requires the officer's Primary Airman Specialty Code (PAS CODE).
8. Provide the ORGANIZATION, COMMAND, LOCATION, AND COMPONENT details in item 7.
9. Detail the PERIOD OF REPORT including the "FROM" and "THRU" dates in item 8 and note the number of days supervised (NO. DAYS SUPV.) and non-rated (NO. DAYS NON-RATED).
10. Under Section II, "JOB DESCRIPTION," enter the duty title and Senior Rater Identification Code (SRID) within the limited text space provided.
11. In Section III, "PERFORMANCE FACTORS," evaluate and mark the standards met across various performance areas such as Job Knowledge, Leadership Skills, etc. If any are marked as "Does Not Meet Standards," provide additional details in Section IX.
12. Fill in the "RATER OVERALL ASSESSMENT" in Section IV with concise bullet statements regarding the officer’s performance, including the date of the last performance feedback session.
13. In Section V, the "ADDITIONAL RATER OVERALL ASSESSMENT," mark "CONCUR" or "NON-CONCUR," then provide a concise evaluation and any assignment recommendations.
14. The "REVIEWER" section (VI) requires concurrence or non-concurrence and a brief assessment if necessary.
15. If applicable, complete the "FUNCTIONAL EXAMINER/AIR FORCE ADVISOR" section (VII).
16. Ensure the RATEE'S ACKNOWLEDGMENT in Section VIII is signed, indicating receipt (not agreement) of the report.
17. Review Section X, "REMARKS," for any additional information or explanations of acronyms used in the report.
18. If the report contains referral comments or ratings marked as does not meet standards, complete Section XI, "REFERRAL REPORT," including the acknowledgment of receipt.

After completing the form, review it thoroughly for accuracy and completeness. Ensure all required signatures are obtained in the correct order, maintaining the integrity and confidentiality of the review process. This completed document provides a comprehensive overview of an officer’s contributions, achievements, and areas for development, guiding future career paths and opportunities within the Air Force.

What is the AF Form 707 and who needs to complete it?

The AF Form 707, also known as the Officer Performance Report (OPR) for ranks Lieutenant (LT) through Colonel (COL), is a comprehensive document used to evaluate the performance, effectiveness, and potential of officers within these ranks in the United States Air Force. It's designed to provide structured feedback and is essential for reasons such as promotion considerations, assignments, and professional development. Officers undergoing evaluation, their supervisors (raters), additional raters, and reviewers are required to complete various sections of this form.

How do I fill out the AF Form 707 properly?

To fill out the AF Form 707 accurately, one must follow the detailed instructions provided in Air Force Instruction (AFI) 36-2406. This involves entering specific information such as the ratee's identification data, job description, and performance factors. Raters should offer concise assessments in bullet format, focusing on what the officer accomplished, the quality of performance, and their impact on mission success. All participants, including the ratee, additional rater, and reviewer, must sign the form. It's crucial to fill in each item carefully to ensure a fair and accurate evaluation of the officer's performance.

What does the "Reason for Report" section entail?

The "Reason for Report" section identifies the occurrence that prompts the creation of this particular Officer Performance Report. Reasons may include annual evaluations, promotions, change of rater, or other significant events in an officer's career that necessitate a formal assessment of their performance. Selecting the appropriate reason ensures the report is processed correctly within the Air Force's personnel management system.

What should I do if I disagree with the evaluation?

If an officer disagrees with any part of the evaluation presented in the AF Form 707, they have the right to submit an evaluation appeal. The appeal process is guided by AFI 36-2406 Chapter 10, which covers Correcting Officer and Enlisted Evaluation Reports. For cases that might require more extensive review or correction, officers can turn to the Air Force Board for Correction of Military Records (AFBCMR), as outlined in AFI 36-2603 and supported by AFPAM 36-2607. It's crucial to file any appeals or request a review in a timely manner, adhering to the specified deadlines.

How does the AF Form 707 impact an officer's career?

The AF Form 707 can significantly influence an officer's career trajectory within the Air Force. It's used for various personnel actions, including promotions, assignments, and selections for professional military education. An officer's performance history, as documented through these reports, plays a critical role in decisions related to career advancement and development opportunities. Thus, a positive evaluation can open doors to higher ranks and prestigious assignments, while a less favorable one may impede progress.

What are the key performance factors assessed in the AF Form 707?

The AF Form 707 assesses officers on several key performance factors that are critical for effective leadership and duty performance within the Air Force. These factors include:

• Job Knowledge: Understanding and execution of job responsibilities.
• Leadership Skills: Ability to lead, enforce standards, and promote a healthy organizational climate.
• Professional Qualities: Displaying integrity, honesty, and dedication to the Air Force.
• Organizational Skills: Effective planning, resource management, and problem-solving abilities.
• Judgment and Decisions: Making timely, logical, and accurate decisions.
• Communication Skills: Effective listening, speaking, and writing abilities.

Can the AF Form 707 be amended once it's finalized?

After the AF Form 707 becomes a matter of record, amending it involves a formal process. If an officer believes their report is inaccurate, unjust, or unfairly prejudicial to their career, they may request a review under AFI 36-2406, Chapter 10. This involves submitting an appeal to the Evaluation Reports Appeals Board for consideration. Corrections are generally made to address errors, ensure fairness, and accurately reflect the officer's performance and potential.

1. Failing to read AFI 36-2406 carefully before starting to fill out the form can lead to errors in how the items are completed, as the instructions within this document are crucial for accurate completion.

2. Incorrectly filling in the Ratee Identification Data, specifically the Social Security Number (SSN), can cause serious identification and processing issues, given its importance in uniquely identifying the officer.

3. Listing an inaccurate Duty AFSC (DAFSC) may misrepresent an officer's primary duties and responsibilities, impacting the accuracy of the performance report.

4. Omitting the Reason for Report affects the context in which the performance is evaluated, leading to potential misunderstandings about the nature of the reporting period.

5. Not specifying the correct Period of Report, including from and thru dates, can lead to confusion about the exact timeframe the report covers.

6. Failure to limit the Job Description text to 4 lines as required can result in vital information being overlooked or an improperly formatted report.

7. Forgetting to mark the appropriate box in Section VII for Functional Examiner/Air Force Advisor review can lead to incomplete processing and potential delays.

8. In the Performance Factors section, marking "Does Not Meet Standards" without providing required specifics in the remarks or referring to the reverse side for further explanation can diminish the effectiveness of feedback.

9. Not obtaining all necessary signatures, especially in sections requiring concurrence or non-concurrence, undermines the validity and completeness of the assessment.

10. Under the Ratee's acknowledgment, misunderstanding the significance of the signature, which is merely an acknowledgment of receipt and not an agreement with the content, can cause unnecessary disputes or reluctance to sign.

By avoiding these common mistakes, individuals responsible for completing the AF Form 707 can ensure a smoother process and more accurate reflection of an officer's performance and potential.

The AF Form 707, Officer Performance Report (OPR) for ranks Lieutenant through Colonel, is a crucial document within the United States Air Force (USAF) for evaluating officer performance. This form captures a comprehensive view of an officer's duty performance, leadership qualities, and overall contribution to mission accomplishment. To facilitate a thorough evaluation and ensure a holistic view of the officer's career progress, several other forms and documents are often utilized in conjunction with the AF Form 707. Each document serves to provide additional context, verification, or supplementary information that contributes to a more accurate and complete officer performance assessment.

• AF Form 860A: Civilian Rating of Record — This form is used for providing performance evaluations of civilian employees within the Air Force, which can serve as corroborative information when assessing the leadership and management skills of an officer overseeing civilian personnel.
• AF Form 709: Promotion Recommendation Form — Utilized to recommend officers for promotion, this document outlines the officer's potential for higher responsibility and is often reviewed in conjunction with performance reports.
• AF Form 938: Request for Official Travel — Documents on official travel may provide insight into additional duties or temporary special assignments that an officer has undertaken, reflecting their adaptability and contributions beyond their primary role.
• AF Form 77: Letter of Evaluation (LOE) — Used when an Officer Performance Report is not required, such as during short or extended TDYs, this form fills gaps in the service history, providing continuous performance documentation.
• AF Form 707B: Enlisted Performance Report (AB thru TSgt) — Though focused on enlisted evaluations, these reports can be indicative of an officer’s supervisory and leadership effectiveness over their enlisted personnel.
• AF Form 724-A: Officer Selection Brief — A summary of an officer's career, including assignments, education, and performance highlights, which complements the OPR by providing a snapshot of the officer’s professional history.
• AF Form 422: Physical Profile Serial Report — Since fitness is an essential aspect of military readiness, this form documents an officer’s physical capabilities and any limitations, which can impact duty performance assessments.
• AF Form 475: Education/Training Report — Captures formal professional military education, civilian education, and training courses completed, contributing to understanding an officer's professional development and expertise.
• AF Form 8: Certificate of Aircrew Qualification — For officers in flying roles, this form provides details on their aircrew qualifications, skills, and flight status, which are crucial for accurate performance reviews in such positions.
• Letters of Commendation/Award Citations: While not a standard form, these documents are valuable in assessing an officer’s performance and contributions recognized by commanders and external entities.

Collectively, these documents support a comprehensive and nuanced evaluation process using the AF Form 707. They enable raters and reviewers to consider multiple facets of an officer’s career and contributions, ensuring that performance assessments are both fair and reflective of the officer's total professional achievements and potential. Proper utilization of these forms and documents can significantly enhance the accuracy and effectiveness of the Officer Performance Management system within the USAF.

The AF Form 707, also known as the Officer Performance Report for Lieutenant through Colonel in the Air Force, encompasses comprehensive evaluation elements to assess an officer's performance and potential. Several other forms across military and civilian sectors share similarities with it in purpose and structure, designed to evaluate performance, potential, and various competencies. Here are ten documents similar to the AF Form 707:

• Navy Fitness Report (FITREP): Like the AF Form 707, the Navy's Fitness Report evaluates officers' performance, focusing on their leadership abilities, professional competencies, and mission contribution. Both documents play a critical role in career progression and development.
• Army Officer Evaluation Report (OER): Similar to the AF Form 707, the Army's OER assesses officers' leadership and performance in assigned duties. It provides a detailed record of their service, accomplishments, and areas for improvement.
• Marine Corps Fitness Report (FITREP): This document evaluates Marine officers on their performance and suitability for promotion, akin to the AF Form 707. It emphasizes leadership, tactical skills, and the ability to accomplish missions effectively.
• Coast Guard Officer Evaluation Report (OER): The Coast Guard's OER shares similarities with the AF Form 707 in evaluating officers' performance, leadership qualities, and potential for future responsibilities, influencing career advancements and assignments.
• Employee Performance Review (EPR) in civilian organizations: The civilian counterpart to the AF Form 707, this review assesses employees' job performance, professional development, and contribution to organizational goals, impacting decisions on promotions, raises, and training needs.
• Senior Executive Service (SES) Performance Appraisal Form: Used for evaluating senior civilian executives in federal agencies, this form assesses leadership impact, goal accomplishment, and executive competencies, paralleling the officer evaluation process in the military.
• 360-Degree Feedback Evaluation: Though broader, this evaluation method collects feedback from all levels around an individual, including peers, superiors, and subordinates, mirroring the comprehensive assessment approach of the AF Form 707.
• Individual Development Plan (IDP): While primarily a development tool, IDPs are similar to the AF Form 707 in that they assess current competencies, identify areas for growth, and set career objectives, supporting both personal and professional advancement.
• Leadership Potential Assessment: These assessments are designed to identify individuals’ capabilities and potential for leadership roles, resembling the AF Form 707’s objective to evaluate officers for future responsibilities and promote those with high potential.
• Annual Report Card for Students: Analogous to how the AF Form 707 assesses officers' performance and potential, student report cards evaluate academic achievement, personal development, and areas requiring improvement, guiding future educational strategies and goals.

Each of these documents, while tailored to specific sectors or purposes, shares the fundamental goal of the AF Form 707: to systematically evaluate performance and potential, providing a structured framework for feedback, development, and decision-making regarding career advancement.

When filling out the AF Form 707, Officer Performance Report (Lt thru Col), careful attention to detail and thorough understanding of the instructions are paramount. This form is an integral component of an officer's performance record and plays a critical role in career progression within the Air Force. To ensure the form is completed accurately and effectively, there are several dos and don'ts to keep in mind.

Do:

1. Read AFI 36-2406 carefully before starting to fill out any part of the form to ensure you understand the guidelines and requirements.
2. Provide accurate and updated information in the Ratee Identification Data, including full name, SSN, rank, and other requested details.
3. Limit your job description and overall assessment to the provided line limits to maintain clarity and conciseness.
4. Base all recommendations and assessments on actual performance and potential, excluding any reference to prohibited categories like race, religion, or sexual orientation.
5. Ensure that your evaluations are unbiased, accurate, and devoid of inflation to preserve the integrity of the assessment.
6. Provide a copy of the report to the ratee before it becomes a matter of record and offer constructive feedback based on their performance.
7. Sign and date the form in the designated areas to validate the assessment.

Don't:

• Do not include promotion recommendations, as they are not allowed on the AF Form 707.
• Avoid comments on the ratee's completion of or enrollment in developmental or advanced education unless it directly pertains to their duty performance.
• Refrain from making references to personal life aspects such as family activities, marital status, or ethnicity when assessing performance.
• Do not use the form to reflect on the ratee's character, conduct, integrity, or motives without substantial and documented evidence.
• Avoid any form of bias or inflation in your appraisal to ensure the fairness and accuracy of the evaluation.
• Do not forget to discuss the evaluation with the ratee, providing them the opportunity for acknowledgment or rebuttal if they disagree with the assessment.
• Ensure not to disclose the full SSN of the ratee or evaluators; enter only the last four numbers for identification purposes.

Adherence to these guidelines will contribute to a fair, objective, and accurate assessment of an officer's performance, aiding in their professional development and the Air Force's mission success.

The AF Form 707, known as the Officer Performance Report (OPR) for ranks Lieutenant through Colonel in the U.S. Air Force, holds critical sway over an officer's career. It assesses an officer’s performance and potential, significantly influencing promotions, assignments, and other career opportunities. However, misunderstandings about this form can negatively impact those being evaluated. Let's address four common misconceptions.

• Misconception 1: Signing the AF Form 707 indicates agreement with its contents. The requirement for the ratee (the officer being evaluated) to sign the AF Form 707 is often misunderstood to mean that the officer agrees with the performance assessment. However, the signature simply acknowledges receipt of the report, not concurrence with its evaluations. Officers have the right to file an evaluation appeal if they disagree with the content.

• Misconception 2: The AF Form 707 plays a role in promotion recommendations. While the form evaluates an officer's performance and potential, it explicitly prohibits direct promotion recommendations. The document's purpose is to provide a documented history of performance for use in career development decisions, not to serve as a direct recommendation for advancement.

• Misconception 3: Personal information influences the evaluation. The instructions clearly state that evaluators must not comment on or consider the ratee's marital status, race, sex, ethnic origin, age, religion, or sexual orientation in their evaluation. The focus is solely on the officer’s performance, professional qualities, and potential for future roles.

• Misconception 4: The AF Form 707 is a sole evaluator's perspective. Another common misconception is that the performance report reflects the viewpoint of a single evaluator. In truth, it goes through multiple layers of review, including an additional rater and a reviewer, each with the capacity to concur or non-concur with the assessments provided, ensuring a more balanced and fair evaluation of the officer's performance.

Understanding the purpose, process, and components of the AF Form 707 can help officers better prepare for evaluations and correct any inaccuracies, ensuring a fair and accurate representation of their performance and potential in the Air Force. Misconceptions about this critical document can significantly impact an officer's career trajectory, making it essential to demystify these misunderstandings.

The AF Form 707, also known as the Officer Performance Report (OPR) for ranks Lieutenant through Colonel, serves a critical role in documenting an officer's performance and potential across various facets, including leadership, professional qualities, and communication skills. Here are key takeaways regarding the completion and utility of this form:

• Thorough Preparation: Before filling out any section of the form, it is imperative to read AFI 36-2406 meticulously to avoid common mistakes and ensure the accuracy and completeness of the information provided.
• Ratee Identification: This section captures essential personal and professional information about the officer being evaluated, such as name, Social Security Number (SSN), rank, and duty Air Force Specialty Code (DAFSC). The accuracy of these details is crucial for proper record-keeping and identification.
• Reporting Period: It is vital to accurately note the period the report covers, including any non-rated days. These dates delineate the timeframe for which the officer's performance is evaluated, impacting the relevance and timeliness of the assessment.
• Job Description Limitation: The job description section requires concise articulation, limited to four lines, necessitating a succinct yet comprehensive overview of the officer's duties.
• Performance Assessment: The evaluation of performance factors must objectively assess whether the officer meets or does not meet standards in categories such as job knowledge, leadership skills, and professional qualities, among others, providing a holistic view of the officer’s capabilities.
• Rater's Narrative: The rater's overall assessment, restricted to six lines, compels evaluators to crisply articulate the officer's achievements and areas for improvement, emphasizing the significance of concise, impactful feedback.
• Additional Rater Insights: If applicable, the additional rater adds another layer of oversight, ensuring the evaluation's accuracy and fairness, with the option to concur or non-concur, further highlighting the form's checks and balances.
• Reviewer Role: The reviewer, often at a higher echelon, provides the final layer of review and concurrence, ensuring that the evaluations are consistent, unbiased, and accurately reflect the officer’s performance.
• Ratee Acknowledgment: The officer’s signature acknowledges receipt of the OPR, not necessarily agreement with its contents, signaling the completion of the evaluation process from the perspective of the individual evaluated.
• Privacy and Use: The information provided in AF Form 707 is protected under the Privacy Act of 1974 and is used for official purposes only, such as for consideration in promotions, assignments, and other personnel actions, underscoring the form's importance in an officer’s career trajectory.

Ultimately, the AF Form 707 is a critical document that requires careful attention to detail to accurately reflect an officer's performance and potential. It serves as a key tool in personnel management and career development within the Air Force.