New performance feedback program coming soon

  • Published
  • By Master Sgt. Travis Mercadel
  • 81st Force Support Squadron
A big change is coming to the Air Force very soon.

The new Airman Comprehensive Assessment replaces the current performance feedback program. The Secretary of the Air Force and Chief of Staff of the Air Force approved the use of the ACA effective July 1. The new forms introduce several new topics of discussion between a rater and ratee including a self-assessment from Airmen to evaluators, mission readiness, performance expectations and feedback.

According to the published guidance, the ACA provides formal communication between a rater and ratee concerning responsibility, accountability and Air Force culture and an Airman's critical role in support of the mission. It also focuses on individual readiness and offers performance feedback on expectations regarding duty performance and how well the ratee is meeting those expectations, including information to help the ratee achieve success. It is intended to increase Airmen interaction and support at all levels. If done correctly, mentorship will create and sustain a culture of belonging. The ACA is also intended to provide Airmen an opportunity to discuss their personal and professional goals.

Make no mistake, the ACA is not a change to the requirements of the current performance feedback program, but a progression toward Airmanship, accountability, responsibility, Air Force culture, and mentorship, The same rules apply that are used under the normal feedback process.

As with the current program, the initial assessment is due within 60 days from when the rater assumes supervisory responsibilities of an Airman, and the midterm feedback is due halfway through the evaluation reporting period.

The most notable change to the assessment is all ranks, in grades airman basic to colonel, will play an active role by completing the self-assessment portion of the feedback. The ratee provides a clear understanding regarding responsibilities, what each ratee is accountable for, the importance of Air Force culture, and the importance of self-care.

"The self-assessment portion of the ACA isn't to be used against the member when preparing the EPR," said Chief Master Sgt. Farrell Thomas, 81st Training Wing command chief. "This area provides this information to the rater on where the ratee assesses themselves and assists the rater with information when accomplishing the overall assessment."

Another noticeable change in the assessment is the individual readiness index that allows the rater, in conjunction with the unit deployment manager, to verify the ratee's deployment status.

"The ACA also includes a rating feedback system which seems to be a prelude to the new EPR/OPR rating systems expected to be announced later this year," said Senior Master Sgt. Lisa Thomas, 81st Force Support Squadron manpower and personnel flight superintendent,.

Finally, the last section on both officer and enlisted assessments, "Knowing Your Airman," gives the rater and ratee the opportunity to discuss personal goals, how well the ratee is performing within the unit, and whether or not the ratee has feedback to provide to the rater. This section also has the rater ask the ratee whether or not the ratee has a Wingman and a mentor, which are both important in today's Air Force culture.
For more information about the ACA, visit myPERS through the Air Force Portal.