Free Af 707 Form in PDF

Instructions on Writing Af 707

Filling out the AF Form 707, the Officer Performance Report for ranks Lieutenant through Colonel in the United States Air Force, requires careful attention to detail and clarity. This process is crucial for accurately capturing an officer's performance and contributions over the reporting period. The following steps outline how to complete the form effectively.

1. Begin with Section I: RATEE IDENTIFICATION DATA. Here, you need to provide the officer's full name, Social Security Number (SSN), rank, and Duty Air Force Specialty Code (DAFSC).
2. Add the reason for the report and the PAS Code, which identifies the officer's primary assigned squadron.
3. Detail the Organization, Command, Location, and Component that the officer is a part of.
4. Enter the period of report, specifying the start and end dates, and the number of days supervised or not rated within this timeframe.
5. In Section II: JOB DESCRIPTION, succinctly describe the officer's duty title and responsibilities, limiting your text to four lines.
6. Section III involves a checklist assessing the officer on various Performance Factors, including job knowledge, leadership skills, etc. Check the appropriate box that reflects their performance as either meeting or not meeting standards.
7. For Section IV: RATER OVERALL ASSESSMENT, provide a comprehensive evaluation of the officer's performance, limited to six lines. Include the date of the last performance feedback session, the rater's name, grade, branch of service, organization, command, location, and duty title, along with their SSN, signature, and date.
8. Section V is for the Additional Rater's Overall Assessment. If applicable, this section, limited to four lines, allows the additional rater to concur or non-concur with the initial evaluation. They must also provide their details as mentioned in the previous step.
9. If required, Section VI: REVIEWER gives space for another level of review, where the reviewer can agree or disagree with the evaluations given before.
10. Section VII involves the Functional Examiner/Air Force Advisor’s input, indicating their concurrence, non-concurrence, and providing their details similarly.
11. In Section VIII: RATEE'S ACKNOWLEDGMENT, the officer being evaluated must sign the form, acknowledging that they have received the report. This signature does not imply agreement or disagreement with the contents of the evaluation.
12. If applicable, fill out Section X: REMARKS to provide additional comments or spell out acronyms used in the report.
13. The final section, Section XI: REFERRAL REPORT, is completed if the report contains referral comments or overall standards that do not meet the required standards. It requires acknowledgment from the ratee indicating receipt of such a report.

Once filled, reviewing the form for accuracy and completeness is essential before submission. This process ensures an objective and fair assessment of an officer's performance, contributing to their professional development and the Air Force's mission success.

What is the purpose of the AF Form 707?

The AF Form 707, Officer Performance Report (Lt thru Col), serves multiple purposes within the United States Air Force. It is used primarily to document and evaluate the duty performance and effectiveness of officers from the rank of Lieutenant through Colonel. This form plays a crucial role in decisions regarding promotions, school and assignment selections, reductions-in-force, reenlistments, separations, and more. By providing a structured framework for performance appraisal, the AF Form 707 helps ensure that officers are recognized for their contributions, skills, and professional development.

How should the AF Form 707 be filled out?

Before filling out the AF Form 707, it's important to read AFI 36-2406 carefully to understand the requirements and instructions thoroughly. The form requires detailed information about the ratee, including name, social security number (last four digits), rank, duty Air Force Specialty Code (DAFSC), and the reason for the report among other identification data. Each section of the form, from ratee's job description to the evaluation of performance factors and overall assessments by raters and reviewers, should be completed succinctly and objectively. For sections marked 'Does Not Meet Standards', specific examples and reasons must be provided. The form concludes with the ratee's acknowledgment that they have received the report.

Who needs to sign the AF Form 707?

The AF Form 707 requires multiple signatures to ensure the evaluation process's integrity and fairness. The process includes the primary rater, who gives the initial evaluation, and the additional rater for an adjoining assessment. If required, a reviewer also signs the form to concur with or provide an independent assessment of the ratee's performance. Finally, the ratee must sign the form, acknowledging receipt of the report, but this does not indicate agreement or disagreement with the content. Each signature is a crucial step in the completion and validation of the Officers’ Performance Report.

What happens if a ratee disagrees with the content of the AF Form 707?

If a ratee disagrees with the content of their AF Form 707, they have the right to file an evaluation appeal. The appeals process is outlined in AFI 36-2406, Chapter 10 (Correcting Officer and Enlisted Evaluation Reports), and can also be taken to the Air Force Board for Correction of Military Records (AFBCMR) in accordance with AFI 36-2603 and AFPAM 36-2607. The ratee must acknowledge receipt of the Officer Performance Report before launching an appeal, and any disagreement or counterpoints should be well-documented and substantiated to support the appeal effectively.

Can the AF Form 707 affect an officer's career progression?

Yes, the AF Form 707 can significantly impact an officer's career progression within the Air Force. It serves as a key document for evaluating an officer's past performance and potential for future responsibilities. The information recorded on this form is considered for promotions, assignments, professional military education opportunities, and other personnel actions. A strongly positive report can enhance an officer's career development, while a negative report may hinder opportunities for advancement.

Filling out the AF Form 707, the Officer Performance Report (LT thru COL), is a critical process in evaluating an officer's performance, yet there are several common pitfalls that individuals often encounter. One frequent mistake is the inaccuracy in the "Ratee Identification Data" section. Details such as the officer's name, Social Security Number (SSN), rank, and Duty Air Force Specialty Code (DAFSC) must be precisely entered. Any discrepancy in this foundational information can lead to processing delays or misidentification.

Another area often filled out incorrectly is the "Reason for Report" and "Period of Report" sections. These fields require specific dates and reasons, such as annual evaluation or promotion, to align the report with the correct evaluation period and purpose. Misinterpretation or vague entries in these sections can invalidate the report's relevance and timing.

Under the "Job Description" section, a common error is exceeding the text limit or being too vague. This segment should concisely outline the officer's duties and responsibilities within the four-line limit. Overly broad or detailed descriptions can detract from a clear understanding of the officer's role and its impact on mission accomplishment.

In the "Performance Factors" and "Overall Assessment" areas, evaluators sometimes give generic or inflated feedback. Specific, measurable achievements and examples of performance standards met or exceeded should be clearly documented. Similarly, noting areas for improvement with constructive feedback is essential for career development. The lack of specificity here undermines the evaluation's effectiveness and the officer's growth potential.

The requirement for "Last Performance Feedback" to be documented is often overlooked. This documentation ensures that feedback sessions occur as mandated, guiding continuous improvement. Failure to report or inaccurately reporting this information can reflect poorly on both the evaluator and the ratee.

Error in the "Additional Rater and Reviewer Assessment" sections typically occurs when there is disagreement on the performance assessment. The additional rater and the reviewer must clearly mark their concurrence or non-concurrence, providing succinct rationale in cases of the latter. Avoidance of addressing discrepancies directly undermines the report's integrity and can impede the officer's professional development.

The "Ratee's Acknowledgment" section is mistakenly viewed as optional by some. This acknowledgment is crucial as it confirms the officer has been given the opportunity to review their evaluation, igniting the process for any necessary appeals. Neglecting this section can question the report’s transparency and fairness.

Lastly, a pivotal oversight is the failure to use the "Remarks" section effectively to spell out acronyms and provide clarity on items mentioned elsewhere in the report. Acronyms that are not commonly understood should always be explained to ensure the report is accessible to all reviewers, maintaining its professionalism and comprehensibility.

The Officer Performance Report (OPR), designated as AF Form 707 for lieutenants through colonels, serves as a vital document in the United States Air Force (USAF) for evaluating officer performance and potential. To complete this process comprehensively, various other forms and documents are often used alongside the AF Form 707 to ensure a thorough evaluation and to support various personnel management decisions. These documents encompass everything from feedback forms to documents related to specific performance issues or achievements.

• AF Form 860A – Civilian Rating of Record: While AF Form 707 focuses on military officers, AF Form 860A is used for civilian employees under the Department of the Air Force. It highlights performance in specific areas similar to the OPR but is tailored for the civilian workforce.
• AF Form 709 – Promotion Recommendation Form: This form is used to recommend officers for promotion. Although the AF Form 707 does not contain direct promotion recommendations, performance evaluations from the OPR can significantly influence decisions made with the AF Form 709.
• AF Form 475 – Education/Training Report: It documents the completion of significant education or training by an officer and is often referenced in conjunction with the OPR to provide a comprehensive view of the officer’s development and capabilities.
• AF Form 77 – Letter of Evaluation (LOE): Used when no OPR is due, an LOE can cover performance for a specific period, providing additional context or updates to performance not otherwise captured.
• AF Form 724A – Officer Performance Feedback Worksheet: This worksheet is used to document feedback discussions between raters and ratees, providing a structured approach to performance discussions that should precede the completion of an OPR.
• AF Form 932 – Airman Comprehensive Assessment Worksheet (ACA): Although primarily used for enlisted evaluations, the principles of the ACA regarding feedback can apply to officers as well, ensuring comprehensive assessments.
• AF Form 1768 – Staff Summary Sheet: Often accompanies the OPR and other documents through the chain of command and to other decision-making bodies, summarizing key points and recommendations.
• Referral Report Addendum: When an OPR contains comments or ratings that make it a referral report, an addendum is required to acknowledge receipt and provide the ratee an opportunity to submit rebuttal comments.
• AF Form 938 – Request for Authorization of Temporary Duty Travel (TDY): While not directly related to performance evaluation, officers’ TDY records and the nature of their assignments can provide context to performance on the OPR.
• AF Form 422 – Physical Training Status and Profile Report: Physical readiness is a component of an officer’s overall performance. This form documents any limitations or accommodations, which could impact an officer’s duty performance.

Together with the OPR (AF Form 707), these documents create a more complete profile of an officer's performance, professional development, and potential for future responsibilities within the Air Force. Whether it is for promotion considerations, training opportunities, or performance feedback, the interplay among these forms ensures a holistic approach to officer career management and development.

The AF Form 707, Officer Performance Report, shares many similarities with the Enlisted Performance Report (EPR), used within the Air Force for evaluating non-commissioned officers. Both forms are essential for documenting and assessing the duty performance of military personnel across different ranks and specialties. They play a critical role in decisions regarding promotions, assignments, and professional development, focusing on criteria like leadership, job knowledge, and overall contribution to mission objectives. Each provides structured feedback and serves as a historical record of an individual’s contributions and performance within their respective roles.

Another document similar to the AF Form 707 is the Army's Officer Evaluation Report (OER). The OER is designed to evaluate Army officers' performance and potential, covering various aspects of their duties, responsibilities, and overall effectiveness. Like the AF Form 707, it plays a pivotal role in career progression, providing key information for promotion boards and assignment considerations. Both documents prioritize leadership abilities, professional competence, and the accomplishment of assigned tasks in support of unit and organizational goals.

The Navy's Fitness Report (FITREP) for officers parallels the AF Form 707 in its objective to assess an officer's performance, including leadership capabilities, professional knowledge, and the ability to achieve mission objectives. These documents guide career development, promotions, and assignments, emphasizing the importance of individual contributions to broader organizational success. Each form ensures that officers are evaluated fairly and consistently, with a focus on merit and capability.

The Civilian Performance Appraisal Form, used for government employees, although not military specific, shares the core aim of assessing job performance. Similar to the AF Form 707, it evaluates job knowledge, work quality, work efficiency, and overall contributions to organizational missions. This form is crucial for personnel decisions, such as promotions, pay raises, and professional development opportunities, ensuring individuals are recognized and rewarded for their work performance and contributions.

The Coast Guard's Officer Evaluation Report (OER) is akin to the AF Form 707 in its purpose to document and evaluate officers' performance and potential. Covering competencies like leadership, professional skills, and mission accomplishment, it is instrumental in career planning, promotions, and assignments. Both forms are fundamental to maintaining a highly competent officer corps, ready to meet the demands of national defense and service missions.

The Individual Development Plan (IDP), while more focused on future growth and objectives, mirrors the AF Form 707 in terms of individual improvement and professional development. The IDP is used across various sectors, including the military, to outline specific goals, required training, and career aspirations. Both documents serve the purpose of enhancing an individual's skills and competencies, thereby improving organizational effectiveness and readiness.

The Performance Improvement Plan (PIP) is utilized in many organizations to outline areas needing improvement for an employee. Like the AF Form 707, the PIP is designed to provide structured feedback but focuses on addressing specific performance issues. Both documents include objectives for improvement, expected outcomes, and the support available to the individual to meet these expectations, aiming to elevate performance levels.

The Teaching Performance Assessment (TPA) in the education sector, while domain-specific, shares the goal of evaluating competencies and effectiveness, akin to the AF Form 707. The TPA assesses educators on various performance indicators, including knowledge, instructional delivery, and student engagement. Similarly, both forms are utilized to ensure those assessed are meeting the high standards required for their roles, with a focus on outcome-based performance.

The Project Evaluation Report, used in project management disciplines, although not focused on individual performance, parallels the AF Form 707 in its emphasis on achieving objectives and outcomes. This document assesses a project's success, efficiency, and impact, similar to how the AF Form 707 evaluates an officer's contribution to mission accomplishment. Both types of evaluations are critical for continuous improvement and strategic planning.

The 360-Degree Feedback Form, utilized across various organizations, offers a comprehensive review of an individual's performance from multiple sources. Similar to the AF Form 707, it collects feedback on aspects like leadership, teamwork, and job performance. However, it extends beyond direct superiors to include peers and subordinates, providing a well-rounded view of an individual's performance and areas for development.

When filling out the AF 707 form, which is used for the Officer Performance Report (Lt thru Col) in the United States Air Force, it is imperative to adopt a meticulous approach to ensure the integrity and accuracy of the evaluation. Below are five recommendations each for actions you should and shouldn't take during the completion of this form.

What You Should Do:

1. Thoroughly read AFI 36-2406 to understand the guidelines and instructions before starting to fill out any section of the form.
2. Ensure that all personal information, including Last Name, First Name, Middle Initial, SSN, Rank, and DAFSC, is accurate and matches official records.
3. Provide a clear and concise job description within the four-line limit, focusing on the officer's primary responsibilities and duties.
4. Be objective and fair in assessing performance factors, such as Job Knowledge, Leadership Skills, and Professional Qualities, based on observable behaviors and outcomes.
5. Carefully review the entire form for completeness and accuracy before obtaining the required signatures from the rater, additional rater, and reviewer, if applicable.

What You Shouldn't Do:

1. Do not leave any required fields blank. If a section does not apply, enter "N/A" (Not Applicable) instead of leaving it empty.
2. Avoid using jargon, acronyms, or abbreviations without explaining them, as this can make the report difficult to understand for individuals not familiar with specific terminology.
3. Do not include any comments related to the officer's race, sex, ethnic origin, age, religion, sexual orientation, or other personal characteristics, as these are irrelevant to performance and prohibited by policy.
4. Refrain from inserting subjective opinions or biases into the evaluation. Focus on verifiable facts and specific examples of performance.
5. Avoid rushing through the form to meet deadlines without providing thoughtful and constructive feedback. Taking the necessary time to fill out the form correctly is crucial for the officer's career development and future opportunities.

There are several misconceptions about the Air Force Form 707 (AF Form 707), also known as the Officer Performance Report for ranks Lieutenant through Colonel. Despite its structured layout and guidelines for completion, misunderstandings about its use and its implications for an officer's career path prevail.

• Misconception 1: Signing the AF Form 707 indicates agreement with its content.

  Many believe that when an officer signs the AF Form 707, they are agreeing with the evaluations and comments it contains. However, the signature of the ratee, the officer receiving the evaluation, merely acknowledges receipt of the report. The instructions explicitly state that the signature does not constitute agreement or disagreement with the assessment provided within the form. Officers have the right to file an evaluation appeal if they believe the content is inaccurate or unfairly prejudicial to their career.

• Misconception 2: The AF Form 707 has no substantial impact on an officer's career.

  Some might understate the importance of the AF Form 707, viewing it as a routine administrative task without significant career implications. Contrary to this belief, the form is a crucial element of an officer's effectiveness and duty performance history. It plays a significant role in promotion, school selection, assignment selection, and other vital career development activities. The accuracy and fairness of the evaluations can significantly influence an officer's career trajectory.

• Misconception 3: The review process is purely bureaucratic and lacks flexibility.

  Others may perceive the review process for the AF Form 707 as rigid and bureaucratic, offering little room for disagreement or amendment. However, the form provides mechanisms for both additional raters and the officer being rated to express concerns or dissent. Additional raters can mark "NON-CONCUR" if they disagree with the evaluation and provide explanations for their disagreement. Similarly, officers have the opportunity to submit rebuttal comments and even request a formal review of the report if they believe it to be unjust or inaccurate.

• Misconception 4: All parts of the AF Form 707 are mandatory for completion.

  It's often mistaken that every section of the AF Form 707 must be filled out for every officer. The necessity to complete certain sections, such as the "Referral Report" part, only arises if the report contains comments or ratings that make it a referral as defined by the Air Force Instruction 36-2406. This detail highlights the form's adaptability to the specific circumstances and performance of the individual officer being evaluated, ensuring that the evaluation process remains relevant and precise.

Understanding these misconceptions about the AF Form 707 is essential for officers and their raters to navigate the evaluation process effectively and to ensure that the outcomes of these evaluations fairly and accurately reflect the officer's performance and potential.

The Officer Performance Report (AF Form 707) is a crucial tool for evaluating the performance of Air Force officers from Lieutenant through Colonel. It is essential to understand how to fill out and use this form properly. Here are some key takeaways:

• Before filling out any item on the AF Form 707, it is critical to read AFI 36-2406 to ensure all data is entered correctly and in compliance with regulations. This instruction provides the necessary guidelines for completing the form accurately.
• Section I of the form collects the ratee's identification data, including name, Social Security Number (SSN), rank, Duty Air Force Specialty Code (DAFSC), reason for the report, PAS code, organization, command location, component, and the period of the report. This section forms the basis for identifying the individual being evaluated.
• The Job Description should be concise, limiting text to four lines. This section should clearly outline the officer’s duty title and Senior Rater Identifier (SRID), providing a snapshot of the officer’s role and responsibilities.
• Performance factors are assessed in three categories: "Does Not Meet Standards," "Meets Standards," and "Exceeds Standards." These categories evaluate various areas such as job knowledge, leadership skills, professional qualities, organizational skills, judgment and decisions, and communication skills. Accuracy in this section is paramount for a fair assessment.
• Rater’s Overall Assessment must be expressed within a limit of six lines. This section is where the rater provides a summarized evaluation of the officer's performance, including the last performance feedback date or a notation if the feedback was not accomplished.
• Additional Rater and Reviewer sections allow for further evaluation and agreement or disagreement with the initial rater’s assessment. These steps are vital for a multi-layered review process, ensuring objectivity and thoroughness in the officer’s evaluation.
• The Ratee's Acknowledgment section indicates that the officer has received and acknowledges the report, without necessarily agreeing with its content. This acknowledgment is a crucial step for the completion of the evaluation process.
• Referral Reports must be completed if the report contains comments or ratings that designate it as a referral, as defined by AFI 36-2406. This section outlines the process for acknowledging receipt of such a report and the procedure for submitting rebuttal comments.
• The Privacy Act Statement at the end of the form underscores the importance of protecting the information contained within, aligning with the provisions of the Privacy Act of 1974. This consideration ensures that the sensitive personal data handled in the report is treated with the utmost confidentiality.

Understanding these key aspects of the AF Form 707 contributes to the effectiveness and fairness of the officer evaluation process, ultimately aiding in the professional development and accountability of Air Force personnel.