The Air Reserve Components will follow the same static cutoff dates as the active duty but will implement changes over the next 30 months due to biennial reporting requirements. Static, or fixed, annual closeout dates for each rank tied to active duty promotion eligibility cut-off dates will be introduced for all Airmen starting this November. To complement the new forms, the Air Force will also modify Enlisted Evaluation System policy. Initially, the Chief EPR will be a test form and used only for this year's Command Chief screening board to be held in September, with full implementation in 2015. The new form will also serve as the senior rater's process to nominate chief master sergeants for the Air Force's Command Chief Screening Board, replacing the current nomination process. "Unfortunately, over time the system has become inflated and a great majority of Airmen have become a 'firewall five,' which makes it very difficult to differentiate our very best performers."Ĭhief master sergeant evaluations will now be accomplished on a unique EPR form intended to capture overall performance and provide the opportunity to recommend chiefs for future roles. "The purpose of the enlisted evaluation system is to accurately document duty performance so we can have honest performance-based discussions with our Airmen," said Air Force Chief of Staff Gen. The latter two EPR forms will also include a section for promotion recommendations.
Three new EPR forms, which closely parallel the ACA, will be introduced for chief master sergeants, senior noncommissioned officers and technical sergeants and below.
The Airman Comprehensive Assessment introduced in July built the foundation for these changes by providing a tool and process to improve communication between supervisors and subordinates. In addition to WAPS changes, Airmen will see new EPRs and new processes for completing those reports. The top 60 percent of Airmen, by WAPS score within each Air Force Specialty Code, will move forward to the second phase, where their records will meet an evaluation board similar to the boards currently in place for our SNCO promotions. Airmen will complete their WAPS testing and have their test scores combined with their other weighted factors which include EPRs, decorations, time-in-grade and time-in-service points - until the latter two are eliminated over the next few years. This same model will be applied to the first phase of a new master sergeant promotion process scheduled for implementation next year. Analysis at the end of each cycle will determine if there are any unintended consequences from these changes. Overall EPR points for WAPS will increase while time-in-grade and time-in-service points will be reduced gradually over the next few years with the goal to remove them completely. The current WAPS calculation using the last five Enlisted Performance Reports will be replaced by a model using a maximum of the last three EPRs, placing increased emphasis on an Airman's most recent duty performance. To do this the Air Force plans to make several modifications to the Weighted Airman Promotion System. "We want to make sure performance is the most important thing in every aspect of an Airman's career, so the evaluation process is going to measure performance, and the promotion system is going to emphasize performance." "What gets measured gets done," said Deborah Lee James, Secretary of the Air Force. Additional information and in-depth articles will be made available for each of the major program changes, prior to implementation, ensuring Airmen are knowledgeable of and ready for the changes. The changes are intended to ensure the Air Force truly makes job performance the driving factor and will be implemented incrementally beginning in August 2014 and continuing through early 2016.
WASHINGTON (AFNS) - Air Force officials announced a series of sweeping changes to the Enlisted Evaluation System and Weighted Airman Promotion System July 31. Secretary of the Air Force Public Affairs.
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