Af 707 Template

Af 707: Usage Instruction

Filling out the AF 707 form is an essential step in documenting an officer's performance within the Air Force. After completing the form, it will be submitted for review and further processing. Ensure that all sections are filled out accurately to reflect the ratee's performance during the reporting period.

1. Ratee Identification Data:
   • Enter the ratee's name (Last, First, Middle Initial).
   • Provide the Social Security Number (SSN).
   • Indicate the rank of the ratee.
   • Fill in the Duty Air Force Specialty Code (DAFSC).
   • State the reason for the report.
   • Input the PAS code.
   • Detail the organization, command, location, and component.
   • Specify the period of the report (From - Thru).
   • Indicate the number of days supervised and the number of non-rated days.
2. Job Description:
   • Limit text to four lines and include the duty title.
   • Provide the Senior Rater Identification (SRID).
3. Performance Factors:
   • Assess job knowledge and leadership skills, marking whether they meet or do not meet standards.
   • Evaluate professional qualities, organizational skills, judgment and decisions, and communication skills.
4. Rater Overall Assessment:
   • Summarize the assessment in six lines.
   • Note the date of the last performance feedback.
   • Provide the name, grade, branch of service, organization, command, location, duty title, and signature of the rater.
5. Additional Rater Overall Assessment:
   • Indicate concurrence or non-concurrence.
   • Fill in the name, grade, branch of service, organization, command, location, duty title, date, SSN, and signature of the additional rater.
6. Reviewer:
   • Mark concurrence or non-concurrence as required.
   • Provide the name, grade, branch of service, organization, command, location, duty title, date, SSN, and signature of the reviewer.
7. Functional Examiner/Air Force Advisor:
   • Indicate the applicable review by marking the appropriate box.
   • Include the name, grade, branch of service, organization, command, location, duty title, date, SSN, and signature.
8. Ratee's Acknowledgment:
   • Sign and date to acknowledge receipt of the report.
   • Indicate understanding that the signature does not imply agreement or disagreement.
9. Performance Factors (if applicable):
   • If Section III is marked as Does Not Meet Standards, fill in the applicable blocks for job knowledge, leadership skills, and other factors.
10. Referral Report (if applicable):
    • Complete this section if the report contains referral comments.
    • Provide the name, grade, branch of service of the referring evaluator, duty title, date, and signature of the ratee.

1. What is the AF 707 form?

   The AF 707 form, also known as the Officer Performance Report (OPR), is a document used to evaluate the performance of officers in the U.S. Air Force. It provides a structured way to assess an officer's job knowledge, leadership skills, and overall contributions to their organization over a specified period.

2. Who needs to fill out the AF 707 form?

   The AF 707 form is required for all officers ranked from Lieutenant to Colonel. It is typically completed by the officer's rater, with additional input from an additional rater and a reviewer, if necessary. The ratee, or the officer being evaluated, must also acknowledge receipt of the report.

3. What information is required on the AF 707 form?

   The form requires various details, including:

   • Name of the officer
   • Social Security Number (SSN)
   • Rank and Duty Air Force Specialty Code (DAFSC)
   • Reason for the report and organization details
   • Performance factors and overall assessments

4. What are the performance factors assessed on the AF 707?

   Performance is evaluated across several factors, including:

   • Job Knowledge
   • Leadership Skills
   • Professional Qualities
   • Organizational Skills
   • Judgment and Decisions
   • Communication Skills

   Each factor can be rated as "Does Not Meet Standards" or "Meets Standards."

5. What happens if an officer receives a referral report?

   A referral report is issued if there are comments or ratings that indicate the officer does not meet standards. The officer must acknowledge receipt of the report and may submit rebuttal comments within a specified timeframe. This type of report may affect future personnel actions, such as promotions or assignments.

6. Can an officer appeal the contents of their AF 707 report?

   Yes, if an officer believes the report is inaccurate or unfair, they can appeal through the Evaluation Reports Appeals Board or the Air Force Board for Correction of Military Records. This process allows the officer to seek a review of the report once it becomes a matter of record.

7. What is the significance of the ratee's acknowledgment signature?

   The ratee's signature on the AF 707 form indicates that they have received the report. It does not mean that they agree with the evaluations. This acknowledgment is important for maintaining transparency in the evaluation process.

8. What should evaluators avoid including in the AF 707 form?

   Evaluators should focus solely on performance-related comments. They must not include personal information such as family activities, marital status, or any biases related to race, gender, or other protected characteristics. The evaluation should be objective and based on the officer's performance and potential.

9. How is the privacy of information on the AF 707 form protected?

   The AF 707 form contains sensitive information and is classified as "For Official Use Only." It is protected under the Privacy Act of 1974. All individuals involved in the evaluation process must ensure that the information is handled and stored securely to maintain confidentiality.

Filling out the AF 707 form can be a straightforward task, but many people make common mistakes that can lead to issues down the line. One frequent error is not providing complete identification data. All fields, such as name, Social Security Number (SSN), and rank, must be filled out accurately. Missing or incorrect information can delay processing and create complications.

Another mistake is failing to limit the job description and performance factors to the specified line limits. The form clearly states that the job description should be limited to four lines, and the performance factors should be concise as well. Exceeding these limits can result in important information being overlooked or disregarded.

Many individuals also overlook the importance of the performance assessment section. This section should reflect a fair and honest evaluation of the ratee's performance. Using vague language or failing to provide specific examples can weaken the overall assessment. It's essential to clearly state whether the individual meets or does not meet standards and to back this up with concrete evidence.

People often forget to include the date of the last performance feedback. This is a critical piece of information that can demonstrate whether the ratee has received timely and constructive feedback. Not including this date can raise questions about the evaluation process.

Another common error is the misuse of the "CONCUR" and "NON-CONCUR" options. Evaluators must use these designations appropriately. Marking "NON-CONCUR" without a valid reason can create confusion and may lead to unnecessary disputes. Each evaluator should carefully consider their stance before making this designation.

Lastly, some ratees misunderstand the acknowledgment section. Signing the form does not mean agreeing with the evaluation. It merely indicates receipt of the report. This misunderstanding can lead to frustration if the ratee believes their performance has been inaccurately represented. It's crucial to clarify this point to avoid miscommunication.

The AF 707 form, known as the Officer Performance Report, is a critical document used to evaluate the performance of officers in the U.S. Air Force. Alongside this form, several other documents may be required to provide a comprehensive assessment of an officer's performance and potential. Below is a list of forms that are often used in conjunction with the AF 707.

• AF Form 709: This is the Promotion Recommendation Form. It is used to recommend officers for promotion based on their performance evaluations. The form allows evaluators to provide insights into the officer's qualifications and readiness for the next rank, emphasizing their potential for increased responsibility.
• AF Form 910: This is the Enlisted Performance Report (EPR) for enlisted members. While the AF 707 is specific to officers, the AF 910 serves a similar purpose for enlisted personnel. It documents their performance and is used to assess their eligibility for promotions, assignments, and other career opportunities.
• AF Form 475: This is the Education/Training Report. It tracks an officer's professional development and education throughout their career. This form is essential for evaluating the training and education that contributes to an officer's qualifications and effectiveness in their role.
• AF Form 1206: This is the Nomination for Award form. It is used to nominate officers for various awards based on their exceptional performance and contributions. This form highlights achievements and distinguishes officers who have gone above and beyond in their duties.

These forms work in tandem with the AF 707 to ensure that a complete picture of an officer's performance, potential, and professional development is maintained. Understanding these documents is crucial for anyone involved in the evaluation and promotion processes within the Air Force.

The AF Form 707 is an Officer Performance Report used within the U.S. Air Force to evaluate an officer's performance. Several other documents serve similar purposes in different contexts or branches of the military. Below are seven documents that share similarities with the AF 707 form:

• DA Form 67-9: This is the Officer Evaluation Report used by the U.S. Army. Like the AF 707, it assesses an officer's performance, leadership skills, and potential for future assignments.
• NAVPERS 1610/2: This is the Navy Fitness Report. Similar to the AF 707, it evaluates the performance of Navy officers and includes sections for rater and additional rater assessments.
• CG-5310: The Coast Guard's Officer Evaluation Report serves a comparable function. It documents an officer's performance and includes feedback from superiors, much like the AF 707.
• OPNAV 1610/2: This is another version of the Navy Fitness Report, specifically for certain types of officers. It shares the same structure of performance evaluation and feedback mechanisms as the AF 707.
• AF Form 910: This is the Enlisted Performance Report used in the Air Force. While it targets enlisted personnel, it also assesses job performance and includes similar evaluation criteria.
• AF Form 709: The Promotion Recommendation Form is used to recommend officers for promotion. It complements the AF 707 by summarizing an officer's performance and potential in a concise format.
• DD Form 214: This is the Certificate of Release or Discharge from Active Duty. While not a performance report, it documents an individual's military service, which may include performance evaluations and recommendations.

When filling out the AF 707 form, it’s crucial to approach the task with care. Here are four important dos and don’ts to keep in mind:

• Do read AFI 36-2406 thoroughly before starting. Understanding the requirements will help you complete the form accurately.
• Do provide clear and concise information. Stick to the character limits for each section to ensure your points are communicated effectively.
• Don’t include personal opinions or irrelevant details. Focus strictly on performance-related information.
• Don’t forget to review the completed form before submission. Double-checking can help catch any errors or omissions.

Misconceptions about the AF 707 form can lead to confusion and mistakes in the evaluation process. Here are ten common misconceptions, along with clarifications for each.

1. Only the Rater can fill out the AF 707 form. This is not true. While the Rater plays a significant role, the Additional Rater and Reviewer also provide input and assessments.
2. The AF 707 is only for negative evaluations. This misconception is misleading. The form is used for both positive and negative performance assessments.
3. My signature on the form means I agree with the evaluation. The signature only acknowledges receipt of the report. It does not indicate agreement or disagreement.
4. All performance factors must be rated. If a factor does not apply, it can be left unmarked. However, it's important to provide a thorough evaluation where applicable.
5. Feedback is optional before submitting the AF 707. Feedback is required. It should be provided to the ratee before the report becomes a matter of record.
6. Disagreeing with the evaluation means I can change it. You cannot change the evaluation. If you disagree, you can mark "NON-CONCUR" and provide an explanation.
7. The form is only for officers in leadership positions. This is incorrect. The AF 707 is applicable to all officers from Lieutenant to Colonel, regardless of their specific role.
8. Once submitted, the AF 707 cannot be challenged. You can appeal the evaluation if you believe it is unjust. There are procedures in place for this.
9. Personal information is not protected. The information on the AF 707 is sensitive and is protected under the Privacy Act of 1974.
10. Using acronyms is encouraged on the form. It's better to spell out acronyms in the remarks section to ensure clarity for all readers.

Understanding these misconceptions can help ensure a smoother evaluation process and better communication among all parties involved.

When filling out and using the AF 707 form, keep the following key takeaways in mind:

• Understand the Purpose: The AF 707 form is used for documenting officer performance evaluations, which are crucial for career progression.
• Accurate Identification: Ensure that all identification data, such as name, SSN, and rank, are filled out correctly to avoid processing delays.
• Performance Factors: Evaluate performance based on specific factors like job knowledge and leadership skills. Each factor has clear definitions to guide evaluations.
• Limit Text: Keep descriptions concise. For job descriptions and assessments, adhere to the specified line limits to ensure clarity.
• Rater Responsibilities: The rater should focus on factual performance and contributions to the mission. Use bullet points for clarity.
• Review Process: Additional raters and reviewers must carefully assess the evaluations for accuracy and fairness. They cannot direct changes but can mark “NON-CONCUR” if necessary.
• Ratee Acknowledgment: The ratee's signature acknowledges receipt of the report but does not indicate agreement with its content.
• Referral Report: If there are comments that could negatively impact the ratee, a referral report must be completed, allowing the ratee to respond.
• Privacy Act Compliance: All information on the form is confidential and must be handled in accordance with the Privacy Act of 1974.
• Seek Assistance: If there are questions or concerns about the process or content, contacting the MPS or AF Contact Center can provide necessary guidance.

By following these guidelines, you can ensure that the AF 707 form is filled out accurately and effectively, supporting the evaluation process within the Air Force.