Article Guide
The AF 707 form, known as the Officer Performance Report (OPR), serves as a critical tool for assessing the performance of officers from the rank of Lieutenant to Colonel within the United States Air Force. This form captures essential identification data, including the officer's name, Social Security Number, rank, and duty assignment, ensuring accurate record-keeping and evaluation. It outlines the reporting period and specifies the reason for the report, providing context for the assessment. The AF 707 includes a job description section, which succinctly summarizes the officer's role and responsibilities. Performance factors are evaluated against established standards, covering areas such as job knowledge, leadership skills, professional qualities, organizational skills, judgment, and communication abilities. Raters and additional raters contribute their overall assessments, which are subject to review, ensuring a comprehensive evaluation process. The form also includes a section for the ratee's acknowledgment, emphasizing that signing does not equate to agreement with the evaluation. Finally, the AF 707 adheres to privacy regulations, safeguarding sensitive information while facilitating a transparent and fair performance evaluation system.
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OFFICER PERFORMANCE REPORT (LT THRU COL)
I. RATEE IDENTIFICATION DATA (Read AFI
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
II.JOB DESCRIPTION (Limit text to 4 lines)
DUTY TITLE
10. SRID
III. PERFORMANCE FACTORS |
DOES NOT |
MEETS |
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MEET STANDARDS |
STANDARDS |
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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: |
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(IAW AFI |
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NAME, GRADE, BR OF SVC, ORGN, COMMAND & LOCATION
DUTY TITLE
DATE
SSN
SIGNATURE
V. ADDITIONAL RATER OVERALL ASSESSMENT (Limit text to 4 lines)
CONCUR
NAME, GRADE, BR OF SVC, ORGN, COMMAND & LOCATION
DUTY TITLE
DATE
SSN
SIGNATURE
VI. REVIEWER (If required, limit text to 3 lines)
CONCUR
NAME, GRADE, BR OF SVC, ORGN, COMMAND & LOCATION
DUTY TITLE
DATE
SSN
SIGNATURE
VII. FUNCTIONAL EXAMINER/AIR FORCE ADVISOR |
FUNCTIONAL EXAMINER |
AIR FORCE ADVISOR |
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(Indicate applicable review by marking the appropriate box) |
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NAME, GRADE, BR OF SVC, ORGN, COMMAND & LOCATION |
DUTY TITLE |
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DATE |
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SSN
SIGNATURE
VIII. RATEE'S ACKNOWLEDGMENT
I understand my signature does not constitute agreement or |
Yes No |
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disagreement. I acknowledge all required feedback was |
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accomplished during the reporting period and upon receipt |
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of this report. |
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SIGNATURE
DATE
AF FORM 707, 20150731, V1 |
(PREVIOUS EDITIONS ARE OBSOLETE) |
PRIVACY ACT INFORMATION: The information in this form is |
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FOR OFFICIAL USE ONLY. Protect IAW the Privacy Act of 1974. |
SIGNATURE
RATEE NAME:
IX. PERFORMANCE FACTORS (If Section III is marked Does Not Meet Standards, fill in applicable block[s]) |
DOES NOT |
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MEET STANDARDS |
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1. Job Knowledge. Has knowledge required to perform duties effectively. Strives to improve knowledge. Applies knowledge to handle
2.Leadership Skills. Sets and enforces standards. Promotes a Healthy Organizational Climate. Works well with others. Fosters teamwork. Displays initiative.
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
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
career, you may apply for a review of the report under AFI |
Chapter 10, Correction of Officer and Enlisted Evaluation Reports, once the report becomes a matter of record as |
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defined in AFI |
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NAME, GRADE, BR OF SVC OF REFERRING EVALUATOR |
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DUTY TITLE |
DATE |
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SIGNATURE OF RATEE
DATE
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
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
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
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
PRIVACY ACT STATEMENT
AUTHORITY: Title 10 United States Code (U.S.C.) 8013, Secretary of the Air Force: AFI
PURPOSE: Used to document effectiveness/duty performance history; promotion, school and assignment selection;
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
AF FORM 707, 20150731, V1 |
(PREVIOUS EDITIONS ARE OBSOLETE) |
PRIVACY ACT INFORMATION: The information in this form is |
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FOR OFFICIAL USE ONLY. Protect IAW the Privacy Act of 1974. |
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Form Specifications
| Fact Name | Description |
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| Purpose | The AF 707 form is used to evaluate the performance of officers from the rank of Lieutenant to Colonel within the U.S. Air Force. |
| Governing Law | This form is governed by AFI 36-2406, which outlines the procedures for officer evaluations. |
| Privacy Act Compliance | Information collected in the AF 707 is protected under the Privacy Act of 1974, ensuring confidentiality and proper handling of personal data. |
| Signature Acknowledgment | The ratee's signature on the form does not imply agreement with the evaluation but acknowledges receipt of the report. |
Af 707: Usage Guidelines
Filling out the AF 707 form requires attention to detail and accuracy. This form is essential for documenting performance evaluations within the Air Force. After completing the form, it must be submitted to the appropriate personnel for review and processing.
- Ratee Identification Data:
- Enter the ratee's name (Last, First, Middle Initial).
- Input the ratee's Social Security Number (SSN).
- Specify the ratee's rank.
- Provide the Duty Air Force Specialty Code (DAFSC).
- Indicate the reason for the report.
- Fill in the PAS code.
- List the organization, command, location, and component.
- State the reporting period (from and through dates).
- Record the number of days supervised and the number of days non-rated.
- Job Description:
- Enter the duty title and SRID (Senior Rating Identifier).
- Performance Factors:
- Evaluate performance factors: Job Knowledge, Leadership Skills, Professional Qualities, Organizational Skills, Judgment and Decisions, and Communication Skills.
- Select whether the performance meets or does not meet standards for each factor.
- Rater Overall Assessment:
- Provide an overall assessment of the ratee's performance (limit to 6 lines).
- Indicate the date of the last performance feedback.
- Enter the rater's name, grade, branch of service, organization, command, and location.
- Include the rater's duty title, date, SSN, and signature.
- Additional Rater Overall Assessment:
- Provide a brief overall assessment (limit to 4 lines).
- Indicate whether you concur or non-concur with the rater's assessment.
- Fill in the additional rater's name, grade, branch of service, organization, command, and location.
- Include the additional rater's duty title, date, SSN, and signature.
- Reviewer:
- Provide the reviewer's assessment (limit to 3 lines).
- Indicate whether you concur or non-concur with previous assessments.
- Fill in the reviewer's name, grade, branch of service, organization, command, and location.
- Include the reviewer's duty title, date, SSN, and signature.
- Functional Examiner/Air Force Advisor:
- Mark the applicable box for functional examiner or Air Force advisor.
- Enter the name, grade, branch of service, organization, command, and location.
- Include the duty title, date, SSN, and signature.
- Ratee's Acknowledgment:
- Sign and date to acknowledge receipt of the report.
- Indicate whether you agree or disagree with the report.
- Performance Factors (if applicable):
- Complete this section if Section III is marked as does not meet standards.
- Provide details for applicable performance factors.
- Referral Report:
- Complete only if the report contains referral comments.
- Sign and date to acknowledge receipt of the referral report.
Your Questions, Answered
What is the purpose of the AF 707 form?
The AF 707 form, also known as the Officer Performance Report, is used to document the performance and effectiveness of officers in the United States Air Force. It serves as a record for evaluations related to promotions, assignments, and other personnel actions.
Who is required to complete the AF 707 form?
The form must be completed by the officer being evaluated, known as the ratee, along with input from their rater, additional rater, and reviewer. Each party plays a role in assessing the ratee's performance during the specified reporting period.
What information is required in the identification section of the AF 707 form?
The identification section requires the ratee's name, Social Security Number (SSN), rank, duty Air Force Specialty Code (DAFSC), reason for the report, and the organization and location details. Additionally, the reporting period and the number of days supervised and non-rated are needed.
What are the performance factors assessed on the AF 707 form?
Performance factors include job knowledge, leadership skills, professional qualities, organizational skills, judgment and decision-making, and communication skills. Each factor is evaluated to determine if the officer meets or does not meet the established standards.
What should be included in the overall assessment sections?
The overall assessment sections require evaluators to provide a summary of the ratee's performance. The rater's assessment is limited to six lines, while the additional rater's assessment is limited to four lines. These sections should reflect the ratee's contributions and performance throughout the reporting period.
What does the ratee's acknowledgment section signify?
The ratee's acknowledgment section indicates that the officer has received the report and understands that their signature does not imply agreement with the content. It also confirms that the required feedback was provided during the reporting period.
What is the referral report section of the AF 707 form?
The referral report section is used when there are comments or ratings that may negatively impact the ratee's career. It allows the ratee to acknowledge receipt of the referral report and provides them with the opportunity to submit rebuttal comments if they disagree with the evaluations.
How can a ratee appeal the contents of the AF 707 form?
If a ratee believes the report is inaccurate or unjust, they can file an appeal through the Evaluation Reports Appeals Board or the Air Force Board for Correction of Military Records. This must be done in accordance with the guidelines outlined in AFI 36-2406 and AFI 36-2603.
What are the privacy considerations associated with the AF 707 form?
The AF 707 form contains sensitive information and is classified as "For Official Use Only." It is protected under the Privacy Act of 1974, and disclosure of personal information, such as SSN, is voluntary. However, failure to provide this information may hinder processing of the form.
Common mistakes
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Failing to read AFI 36-2406 carefully before starting. This document provides essential guidelines for filling out the AF 707 form.
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Omitting the ratee's name or entering it incorrectly. This can lead to confusion and delays in processing the report.
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Not providing the correct Social Security Number (SSN). Only the last four digits should be included, but it must be accurate.
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Neglecting to specify the reason for the report. This is a crucial part of the identification data that should not be overlooked.
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Writing excessive text in the job description section. The form limits this to four lines, and exceeding this can lead to incomplete evaluations.
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Misunderstanding the performance factors. Evaluators must clearly differentiate between "Does Not Meet Standards" and "Meets Standards."
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Failing to provide feedback to the ratee before the report becomes official. This step is vital for transparency and improvement.
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Not signing or dating the acknowledgment section. This signature indicates that the ratee has received the report, even if they disagree with its content.
Documents used along the form
The AF Form 707 is an important document used for evaluating the performance of officers in the U.S. Air Force. Alongside this form, several other documents may be required to complete the evaluation process. Below is a list of forms and documents commonly used in conjunction with the AF Form 707.
- AF Form 709: This form is used for promotion recommendations and must be based on performance. It provides a summary of the officer's qualifications and potential for advancement.
- AF Form 910: The Enlisted Performance Report (EPR) is used to evaluate enlisted personnel. It focuses on job performance, leadership, and contributions to the mission.
- AF Form 911: This is another type of EPR specifically for senior non-commissioned officers (SNCOs). It evaluates their leadership and management skills, as well as their overall performance.
- AF Form 1206: This form is used to document significant accomplishments for awards and decorations. It highlights achievements that merit recognition.
- AF Form 24: The Application for Appointment as a Reserve of the Air Force or USAF is used for officers seeking to join the Air Force Reserve or Air National Guard.
- AF Form 418: This form documents an officer's failure to meet performance standards and outlines the steps for improvement. It is often used in conjunction with performance reports.
- AF Form 1042: This form is used for medical evaluations and to document any medical issues that may affect an officer's performance or duty status.
- AF Form 1373: The Certificate of Training is used to verify that an officer has completed required training courses. It supports their qualifications and readiness for specific duties.
These documents work together to provide a comprehensive view of an officer's performance, qualifications, and potential for future roles within the Air Force. Properly completing and submitting these forms ensures that evaluations are fair and thorough, ultimately benefiting both the individual and the organization.
Similar forms
- AF Form 910 - Enlisted Performance Report: Similar to the AF 707, the AF Form 910 evaluates enlisted personnel performance, focusing on job performance and professional qualities. Both forms require a rating official's assessment and feedback.
- AF Form 911 - Enlisted Performance Report (Senior Rater): This form is also used for enlisted personnel but includes a senior rater's review, similar to the additional rater section in the AF 707. Both aim to provide a comprehensive evaluation of performance.
- AF Form 712 - Fitness Report: The AF Form 712 assesses the fitness of officers and is similar in that it requires identification data and performance factors. Both forms are crucial for career progression and require evaluations from multiple raters.
- AF Form 724 - Airman Comprehensive Assessment: This document is used to evaluate airmen's performance and potential, much like the AF 707. It emphasizes professional development and requires feedback from supervisors.
- AF Form 77 - Officer Performance Report (OPR) for officers: Like the AF 707, the AF Form 77 is designed for officer evaluations. Both forms assess job performance, leadership skills, and include a rater's overall assessment.
- AF Form 709 - Promotion Recommendation Form: This form is similar in that it provides recommendations based on performance evaluations. Both require thorough documentation and can impact career advancement.
- AF Form 1000 - Air Force Officer Evaluation System: This document serves a similar purpose by assessing officer performance and potential. It includes sections for rater assessments, akin to the evaluations found in the AF 707.
Dos and Don'ts
When filling out the AF 707 form, it is essential to follow specific guidelines to ensure accuracy and compliance. Here’s a list of things to do and avoid:
- Do read AFI 36-2406 thoroughly before beginning.
- Do provide complete and accurate identification data.
- Do limit text in each section to the specified line limits.
- Do focus on performance and contributions to mission accomplishment.
- Don’t use jargon or overly complex language.
- Don’t include personal information unrelated to performance.
- Don’t leave any sections blank; ensure all required fields are filled.
- Don’t sign the form without reviewing the entire report first.
Adhering to these guidelines will enhance the clarity and effectiveness of the AF 707 form, making it a more reliable reflection of performance.
Misconceptions
- Misconception 1: The AF 707 form is only relevant for senior officers.
- Misconception 2: Completing the AF 707 form is optional.
- Misconception 3: The signature on the AF 707 form indicates agreement with the evaluation.
- Misconception 4: Only the rater's assessment matters.
- Misconception 5: The AF 707 form does not allow for rebuttals or comments.
- Misconception 6: The AF 707 form is a static document that does not change.
This form applies to all officers from Lieutenant to Colonel. It is designed to evaluate performance at various levels, ensuring that all officers receive appropriate assessments.
The completion of the AF 707 form is mandatory for performance evaluations. It is a crucial part of the officer evaluation process and affects career progression.
The ratee's signature is an acknowledgment of receipt, not an agreement. This distinction is important for understanding the implications of signing the form.
While the rater's evaluation is significant, additional raters and reviewers also provide assessments that contribute to the overall evaluation. Each level adds a layer of scrutiny to ensure fairness.
Ratees have the right to submit rebuttal comments if they disagree with the evaluation. This process ensures that all perspectives are considered before finalizing the report.
The AF 707 form is subject to updates and revisions. Staying informed about the latest version is essential for compliance and accurate reporting.
Key takeaways
- Accurate Information is Crucial: Ensure all fields, especially name, SSN, and rank, are filled out correctly. Mistakes can lead to processing delays.
- Limit Text Length: Adhere to the specified text limits for job descriptions and assessments. Clarity and conciseness are essential.
- Understand Performance Factors: Familiarize yourself with the performance factors outlined in Section III. They are critical in evaluating job performance.
- Feedback is Mandatory: Prior performance feedback must be documented. If it hasn’t occurred, provide a valid reason.
- Referral Reports Require Attention: If the report is marked as a referral, respond promptly. You have a limited timeframe to submit rebuttal comments.