Free Af 707 PDF Template

1. What is the AF Form 707?

   The AF Form 707, Officer Performance Report (LT thru COL), is a document used in the United States Air Force to evaluate the performance of officers ranging from Lieutenant (LT) to Colonel (COL). It assesses various factors including job knowledge, leadership skills, professional qualities, organizational skills, judgment, and communication abilities.

2. Why is the AF Form 707 important?

   This form plays a critical role in documenting an officer’s effectiveness and duty performance history. It is essential for considerations such as promotions, school and assignment selections, reductions in force, reenlistments, and separations.

3. Who fills out the AF Form 707?

   The evaluating officer or rater, who is typically a superior to the officer being evaluated, fills out the form. It may also involve input from additional raters or reviewers to ensure a comprehensive evaluation.

4. What sections are included in the AF Form 707?

   • Ratee Identification Data
   • Job Description
   • Performance Factors
   • Rater Overall Assessment
   • Additional Rater Overall Assessment
   • Reviewer (if required)
   • Functional Examiner/Air Force Advisor
   • Ratee's Acknowledgment
   • Remarks
   • Referral Report (if applicable)

5. How is performance evaluated on this form?

   Performance is evaluated across several dimensions, such as job knowledge, leadership skills, professional qualities, organizational skills, judgment and decisions, and communication skills. Evaluators provide feedback on whether standards are met or if there are areas of improvement.

6. What happens if standards are not met?

   If any performance standards are marked as "Does Not Meet," specific feedback must be provided in the applicable section. This might trigger the referral report process, where the evaluated officer has the opportunity to provide rebuttal comments.

7. Can the evaluated officer disagree with the evaluation?

   Yes, the evaluated officer's signature on the form is merely an acknowledgment of receipt, not an agreement with the assessment. Officers have the right to file an evaluation appeal if they disagree with the content of the report.

8. How does an officer appeal their performance report?

   An officer can appeal through the Evaluation Reports Appeals Board in accordance with AFI 36-2406 Chapter 10, or through the Air Force Board for Correction of Military Records as per AFI 36-2603 and AFPAM 36-2607.

9. What is the Privacy Act information on the AF Form 707?

   The Privacy Act of 1974 protects the information filled in on this form, making it for official use only. The form collects information under the authority outlined in Title 10 U.S.C. 8013 and other relevant regulations, primarily used for maintaining performance history for official decisions.

10. Where can one find more information or assistance on filling out the AF Form 707?

    Air Force personnel can contact their Military Personnel Section (MPS), the Force Management section, or the Air Force Contact Center for guidance and assistance in preparing and processing the AF Form 707.

1. Not thoroughly reading AFI 36-2406 before starting: The instructions are crucial for understanding how to correctly complete the AF 707 form. Skipping this step can lead to misunderstandings about what information is required and how it should be presented.

2. Entering incorrect Ratee Identification Data: Misentering vital identification information such as name, SSN, or rank can lead to the form being processed for the wrong individual or not being processed at all.

3. Overlooking details in the Job Description section: Limited space requires concise but comprehensive descriptions of the ratee's duties. Failing to clearly articulate these can misrepresent the scope and importance of the ratee's role.

4. Improper assessment in Performance Factors: Marking the wrong boxes or giving generic comments without specific examples does not provide valuable feedback and can impact the ratee's career progression unfavorably.

5. Ignoring the Rater Overall Assessment guidelines: The section is limited to six lines, and evaluators must focus on significant accomplishments and contributions to mission accomplishment. Overlooking these instructions often leads to overly general or overly detailed evaluations that don't capture the essence of the performance accurately.

6. Omitting necessary signatures: The AF 707 form requires signatures from multiple parties, including the ratee. Forgetting to obtain any of these signatures can invalidate the entire report or delay its processing.

Common pitfalls:

• Failing to provide feedback or state the reason if the last performance feedback was not accomplished.

• Not accurately stating reasons for non-concurrence by the additional rater or reviewer when there are disagreements with the primary evaluation.

• Ratees not understanding that their signature only acknowledges receipt of the report and how to properly address disagreements through rebuttals or appeals.

• Including prohibited information related to race, sex, ethnic origin, religion, or any other non-merit-based factor, contrary to instructions.

• Forgetting to use the Remarks section to clarify acronyms or provide essential context not covered elsewhere on the form.

• Ignoring the referral report procedures when the report contains ratings or comments that make it a referral report, including the tight deadlines for acknowledgment and rebuttal.

The Air Force Form 707, officially titled the Officer Performance Report (Lt Thru Col), plays a crucial role in documenting and evaluating the performance, effectiveness, and leadership skills of officers within the rank of Lieutenant through Colonel in the United States Air Force. This form not only aids in making decisions for promotions, assignments, and professional development but also ensures the accountability and continuous improvement of officer cadre by providing structured feedback. To complete or complement the AF Form 707, several other forms and documents are frequently utilized in the process. These support materials ensure that the performance report is thorough, accurate, and reflects the officer's contributions and areas for improvement comprehensively.

• AF Form 77, Letter of Evaluation: Used when an Officer Performance Report (OPR) is not required. It provides an interim evaluation of an officer's performance.
• AF Form 860A, Civilian Rating of Record: Although focused on civilian employees, insights from this form might be considered for officers engaged in joint civilian-military operations or functions.
• AF Form 78, Air Force Officer Promotion Recommendation Form: Documents recommendations for an officer's promotion, complementing the performance review by offering a perspective on the officer's potential for higher responsibilities.
• AF Form 707B, Officer Performance Report (Brig Gen): Similar to the AF Form 707 but specifically designed for Brigadier Generals, providing a mechanism for evaluating senior leadership.
• AF Form 709, Promotion Recommendation Form: Used to recommend officers for promotion, this form often accompanies the AF Form 707 to substantiate promotion suitability based on performance.
• AF Form 931, Performance Feedback Worksheet (AB thru TSgt): While primarily for enlisted personnel, the concepts of continuous feedback embedded in this form align with the principles of the officer evaluation process.
• AF Form 932, Performance Feedback Worksheet (MSgt thru CMSgt): Similar to the AF Form 931, but for senior non-commissioned officers, emphasizing the importance of regular performance feedback.
• AF Form 1058, Military Personnel Data System (MILPDS) Update Request: Vital for ensuring personal and service data are current in preparation for and reflection of performance evaluations.
• AFI 36-2406, Officer and Enlisted Evaluation Systems: This instruction manual guides the preparation, submission, and management of the AF Form 707, along with setting the standards and protocols for performance evaluations.

These forms and documents collectively ensure a holistic approach to officer evaluation within the Air Force. By integrating feedback from various perspectives and formalizing recommendations for development and progression, the Air Force maintains high standards of leadership and professionalism among its officers. The AF Form 707 and its associated documents embody the commitment to excellence, accountability, and continuous development that is central to the Air Force's mission and values.

• The Enlisted Performance Report (EPR), which is used within the Air Force to evaluate the performance of enlisted personnel. Similar to the AF Form 707, the EPR focuses on job performance, leadership abilities, and professional development. Both require the rater’s assessment and encourage feedback for improvement.

• The Naval Fitness Report (FITREP), utilized by the Navy for both enlisted members and officers. This document, much like the AF Form 707, includes sections for personal identification, performance assessment, and the ratee's acknowledgment. Both serve the purpose of recording performance and are critical for career progression decisions.

• The Army Officer Evaluation Report (OER) shares similarities in evaluating officers on leadership, duty performance, and potential for future assignments. Both the OER and AF Form 707 aim to provide a comprehensive review of an officer's abilities and contributions to the service.

• The Coast Guard Officer Evaluation Report (OER) is another analogous document, designed to assess duty performance, personal characteristics, and leadership qualities. Like the AF Form 707, it enables an evaluation from various senior officers and seeks to maintain high standards within the officer corps.

• The Marine Corps Fitness Report (FITREP) is used to evaluate the performance of both enlisted Marines and officers. It closely resembles the AF Form 707 in structure and purpose, emphasizing leadership, professional competencies, and the impact on mission accomplishment.

• Civilian Performance Appraisal forms used within the Department of Defense and other federal agencies have a similar purpose. They evaluate job performance, set objectives, and identify areas for improvement, reflecting on the individual's contribution towards the organization's goals.

• The Senior Executive Service (SES) Performance Appraisal form, designed for high-level civilian leadership evaluations, also shares aspects with the AF Form 707 regarding the importance of leadership qualities and organizational impact, even though it is tailored for a civilian context.

• Individual Development Plan (IDP) forms, though more focused on future goals and objectives, correspond to the AF Form 707 in terms of developmental aspects. Both documents highlight areas for improvement and career development strategies.

• The Joint Service Commendation Form, used in a multi-service environment, also parallels the AF Form 707 by evaluating performance and leadership across different branches of the military, underlining the importance of joint operations and interoperability.

When completing the AF Form 707, Officer Performance Report, for lieutenants through colonels, it is crucial to follow specific guidelines to ensure the report is accurate, comprehensive, and fair. The following lists detail what individuals should and shouldn't do during this process.

• Read AFI 36-2406 carefully before filling in any item to ensure understanding of instructions and requirements.
• Ensure all personal data is accurate, including the Ratee's Name, SSN, Rank, and DAFSC, to prevent any issues with identification.
• Complete the Job Description section concisely, limiting text to four lines, to clearly define the ratee's duties and responsibilities.
• Assess performance factors candidly, providing objective evidence to support ratings of Does Not Meet, Meets, or Exceeds Standards.
• Use concise, bullet-format comments in the Rater Overall Assessment section to describe the officer's performance and contributions.
• Review the report thoroughly for accuracy and fairness, especially if acting as an Additional Rater or Reviewer.
• Provide the Ratee with a copy of the report prior to it becoming a record, ensuring transparency and opportunity for feedback.
• Document last performance feedback accurately, specifying the date or explaining why it was not accomplished.

• Include promotion recommendations, comments on marital status, racial or ethnic origin, sex, religious beliefs, or sexual orientation, as these are prohibited.
• Enter complete SSNs; only the last four digits should be used to protect privacy.
• Exceed the text limit in the job description and overall assessment sections to maintain clarity and conciseness.
• Mark standards as met or not met without providing clear, objective examples of performance that justify the rating.
• Ignore the Ratee's acknowledgment section. The Ratee must sign to acknowledge receipt, not agreement, with the report.
• Forget to spell out acronyms in the Remarks section, ensuring the report is understandable to all readers.
• Leave any required fields incomplete, which could result in the report not being processed or delaying its processing.
• Submit the report without reviewing it for errors in content or format, as this could affect the Ratee's career.

The AF Form 707, often referred to as the Officer Performance Report (OPR) for ranks Lieutenant through Colonel in the United States Air Force, is commonly misunderstood. Clarifying these misconceptions is essential for a fair and accurate evaluation process. Below are eight common misconceptions and the truths behind them.

• Misconception 1: The ratee's signature indicates agreement with the evaluation.

  In reality, the ratee's signature simply acknowledges receipt of the OPR. It does not imply agreement or disagreement with the performance assessment.

• Misconception 2: The form is solely focused on negative performances.

  Contrary to this belief, the AF Form 707 is designed to document both strengths and areas for improvement. It aims to provide a balanced view of an officer's performance.

• Misconception 3: Feedback is optional before the report becomes official.

  Feedback is mandatory, as outlined in AFI 36-2406. Last performance feedback must be documented in the OPR, and if it was not accomplished, a reason must be stated.

• Misconception 4: Personal information, such as marital status or race, can impact the assessment.

  Evaluations must be based solely on performance and potential. Including considerations such as marital status, race, sex, ethnic origin, age, religion, or sexual orientation is strictly prohibited.

• Misconception 5: The additional rater can directly change the evaluation if they disagree.

  While additional raters can mark “NON-CONCUR” if they disagree with the evaluation, they cannot unilaterally change the report. They may, however, provide an explanation for their disagreement.

• Misconception 6: Referral reports are only for negative performances.

  A referral report is issued when there are comments or ratings that substantially impact an officer's career. This can include both exceptionally high and low performances.

• Misconception 7: Social Security Numbers (SSNs) are required in full on the report.

  Evaluators are instructed to only use the last four digits of SSNs to protect privacy and ensure confidentiality.

• Misconception 8: Once submitted, the OPR cannot be challenged or changed.

  Officers have the right to appeal their evaluation through the Evaluation Reports Appeals Board or the Air Force Board for Correction of Military Records if they believe the report is inaccurate, unjust, or unfairly prejudicial to their career.

Understanding these aspects of the AF Form 707 helps in ensuring that officer evaluations are conducted fairly, accurately, and without bias. It is crucial for all involved parties to be aware of these misconceptions and the actual policies governing the OPR process.

The AF Form 707, known as the Officer Performance Report (OPR) for ranks Lieutenant through Colonel, serves an essential function in documenting and assessing the performance and potential of officers within the Air Force. Accurate and thoughtful completion of this form is crucial for fair and effective personnel management. Here are key takeaways to consider when dealing with this form:

• Understand the importance of AFI 36-2406 as the guiding instruction for filling out the form, emphasizing the necessity of reading and comprehending this instruction to avoid errors in completion.
• The Ratee Identification Data section is critical for the accurate identification of the officer being reviewed, including essential information such as name, Social Security Number (SSN), rank, and reason for the report.
• Accuracy in the Period of Report is necessary for defining the timeframe of the performance being evaluated, including the total number of supervised and non-rated days.
• A concise Job Description limits the text to four lines, demanding specificity and brevity in outlining the duties and responsibilities of the officer.
• The Performance Factors section is at the heart of the evaluation, requiring assessments across various competencies such as job knowledge, leadership skills, professional qualities, organizational skills, judgment, decisions, and communication skills.
• An Overall Assessment by the rater and additional rater, with a note on whether the latest performance feedback was accomplished, provides a summarized evaluation of the officer’s performance.
• The Reviewer plays a crucial role in ensuring the accuracy, absence of bias, and appropriateness of the evaluations and comments provided by the initial rater and the additional rater.
• The Ratee's Acknowledgment is not an agreement or disagreement with the evaluation but acknowledges receipt of the report and the completion of required feedback within the reporting period.
• Attention to the Privacy Act Statement is important for understanding the handling of personal information contained within the form, adhering to regulations that protect individual privacy.

Given these considerations, individuals responsible for completing the AF Form 707 should proceed with a comprehensive understanding of their responsibilities and the repercussions of their evaluations. This process not only affects the career of the individual officer but also impacts operational effectiveness and leadership development within the Air Force.