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DEPARTMENT OF THE AIR FORCE HEADQUARTERS UNITED STATES AIR FORCE

WASHINGTON DC

AFI36-2406_AFGM2021-01

13 January 2021

MEMORANDUM FOR DISTRIBUTION C MAJCOMs/FOAs/DRUs

FROM: SAF/MR

SUBJECT: Air Force Guidance Memorandum to AFI 36-2406, Officer and Enlisted Evaluations Systems

By order of the Secretary of the Air Force, this Air Force Guidance Memorandum immediately changes AFI 36-2406, Officer and Enlisted Evaluations Systems. Compliance with this memorandum is mandatory. To the extent its directions are inconsistent with other Air Force publications, the information herein prevails, in accordance with DAFI 33-360, Publications and Forms Management.

In collaboration with the Chief of Air Force Reserve (HQ USAF/RE) and the Director of the Air National Guard (NGB/CF), the Deputy Chief of Staff for Manpower, Personnel and Services (HQ USAF/A1) develops personnel policy for officer promotions and selective continuation. This Air Force publication may be supplemented at any level; MAJCOM-level supplements must be approved by the Human Resource Management Strategic Board (HSB) prior to certification and approval.

The attachment to this Memorandum reissues previously approved guidance from AFGM2020-01. The directions of this memorandum become void after one-year has elapsed from the date of this memorandum, or upon incorporation of an interim change to, or rewrite of AFI 36-2406, whichever is earlier.

Attachment: Guidance Changes

JOHN A. FEDRIGO, SES Principal Deputy Assistant Secretary of the Air Force (Manpower and Reserve Affairs)

ATTACHMENT Guidance Changes

The below changes to AFI 36-2406, dated 14 November 2019, are effective immediately.

*(Add New) 2.7.4. For officers in the grade of second lieutenants through colonel, raters have the option to use the AF Form 724-A as an informal guiding document to supplement performance feedback.

*(Add New) 2.7.4.1. The AF Form 724-A is designed to guide raters and facilitate discussion when providing constructive feedback to their ratees. The addendum should be used in conjunction with the primary Airman Comprehensive Assessment (AF 724), not in lieu of it.

*(Add New) 2.7.4.2. This addendum highlights four Major Performance Areas, each with certain Airman Leadership Qualities for Airmen to focus on.

*(Add New) 2.7.4.3. A rater should use their best judgement when determining the proficiency level of their ratee, bearing in mind that each definition should be relative to the ratee's specific rank, AFSC, and assigned duties.

*(Add New) 2.7.4.4. See table 2.5 for additional instructions.

*(Add New) Table 2.5 Preparing AF Form 724-A Airman Comprehensive Assessment Addendum

SECTION I: EXECUTING THE MISSION

I A

B

T

E Heading

Instructions

M

1 Job Proficiency

Using the rubric, determine how well the Airman demonstrates

knowledge and professional skill in assigned duties, achieving

positive results and impact in support of the mission.

2 Initiative

Using the rubric, determine how well the Airman assesses and

takes independent or directed action to complete a task or mission

that influences the mission or organization.

3 Adaptability

Using the rubric, determine how well the Airman adjusts to

changing conditions, to include plans, information, processes,

requirements, and obstacles in accomplishing the mission.

SECTION II: LEADING PEOPLE

I A

B

T

E Heading

Instructions

M

1 Inclusion &

Using the rubric, determine how well the Airman collaborates

Teamwork

effectively with others to achieve an inclusive climate in pursuit of

a common goal or to complete a task or mission.

2 Emotional

Using the rubric, determine how well the Airman exercises self-

Intelligence

awareness, manages their own emotions effectively; demonstrates

an understanding of others' emotions, and appropriately manages

relationships.

3 Communication

Using the rubric, determine how well the Airman articulates

information in a clear and timely manner, both verbally and non-

verbally, through active listening and messaging tailored to the

appropriate audience.

SECTION III: MANAGING RESOURCES

I A

B

T

E Heading M

Instructions

1 Stewardship

Using the rubric, determine how well the Airman demonstrates

responsible management of assigned resources, which may include

time, equipment, people, funds, and/or facilities.

2 Accountability

Using the rubric, determine how well the Airman takes

responsibility for the actions and behaviors of self and/or team;

demonstrates reliability and transparency.

SECTION IV: IMPROVING THE UNIT

I A

B

T

E Heading

Instructions

M

1 Decision Making

Using the rubric, determine how well the Airman makes well-

informed, effective, and timely decisions under one's control that

weigh constraints, risks, and benefits.

2 Innovation

Using the rubric, determine how well the Airman thinks creatively

about different ways to solve problems, implements improvements,

and demonstrates calculated risk-taking.

*(Replace) 8.1.4.1.5. Is solely responsible for evaluating each Officer's Command Selection Records Group, Career Brief and Duty Qualification History Brief in order to either award PRF recommendations among eligible officers, or submit officers to compete for aggregation or carryover definitely promote recommendations. The senior rater submits the PRF with Section IX unmarked when submitting an officer for competition in aggregation or carry-over categories at a Management Level Review and/or HAF Management Level Review.

*(Replace) 8.1.4.1.15. Officers Added or Deleted from Promotion Eligibility. This paragraph applies to officers who become eligible or ineligible for promotion consideration in a particular competitive category on or after the PRF accounting date. Causes for a change in eligibility status may include: Special Selection Board or Air Force Board for Correction of Military Records actions, administrative errors, changes in date of separation, or similar circumstances.

*(Replace) 8.1.4.2.2. Provides PRF notices, a Master Eligibility Listing, and a Duty Qualification History Brief on each eligible officer to the senior raters. Note: For officers not located with the senior rater, provide these documents to eligible officers' servicing MPF to be used in preparing PRF inputs for the senior rater.

*(Replace) 8.1.4.3.8. Ensures PRF recommendations on eligible officers are updated in the Air Force Promotion Management System no later than 35 calendar days before the Central Selection Board.

*(Replace) 8.1.4.3.10. Maintains copies of all PRFs and Master Eligibility Listings until announcement of Central Selection Board results. Destroy all materials pertaining to the Management Level Review upon announcement of results. Exception: Maintain a copy of the Officer Command Selection Record Group, including the PRF, Career Brief of the competitive categories considered and Duty Qualifications History Brief that earned the last Definitely Promote and the top two that earned a Promote recommendation in carry-over competition for each competitive category, or in the case of that no Definitely Promote recommendations were awarded, maintain the top two that earned a Promote recommendation. These records will serve as benchmark records in support of supplemental review.

*(Replace) 8.1.4.3.16. Ensures the Secretary of the Air Force (SecAF) Memorandum of Instruction (MOI), available on myPers, is referenced and utilized for all Management Level Reviews and senior rater promotion processes within their purview. The MOI provides instructions to all Management Levels and senior raters to ensure decision makers throughout the officer promotion recommendation process are focused on the same priorities and special emphasis areas as the central selection board.

*(Replace) 8.1.4.5.3. Air Force Level students and patients (senior rater identification "ST101" and "PT111") eligible for promotion may write a letter to the Air Force Student Management Level Review to address any matter of record concerning themselves that they believe important to their consideration. Letters must be submitted in good faith and contain accurate information to the best of the ratee's knowledge and must be signed by the ratee. The letters will be destroyed upon conclusion of the Student Management Level Review and will not be forwarded to the central selection board. (T-3).

*(Replace) 8.1.5.3. Senior raters will submit all completed PRFs for quality review and ensure all PRFs are available for update into the Air Force Promotion Management System by the Management Level no later than 40 calendar days before the central selection board.

*(Replace) 8.1.5.4. The Management Level sends completed PRFs to AFPC/DP2SPE, 550 C Street West Suite 7, Joint Base San Antonio-Randolph TX 78150-4705 to arrive no later than 30 calendar days before the central selection board. Management Levels forward PRFs for officers nominated to the AF Management Level Review aggregate and carry-over to AFPC/DP2SPE, 550 C Street West Suite 7, Joint Base San Antonio-Randolph TX 78150-4709, with the "Overall Recommendation" left blank, to arrive NLT 35 calendar days prior to the central selection board.

*(Replace) 8.3.1.1. Definitely Promote (DP). DP recommendations are limited in number to ensure only the most qualified records are endorsed. They send a strong signal to the central selection board that the officer is ready for immediate promotion. DP allocation rates for In-the-Promotion Zone (IPZ) and Above-the-Promotion Zone (APZ) officers are lower than the In-the-Promotion Zone promotion opportunity; this ensures a significant number of officers receiving "Promote" recommendations will be promoted. Management Levels receive a share of DP allocations based on the number of IPZ or, if authorized, Below-the-Promotion Zone (BPZ) officers assigned. Allocation rates vary for each competitive category, grade and promotion zone, and may fluctuate according to changes in the promotion opportunity to guarantee the minimum promotion rate for eligibles

receiving a "Promote" recommendation (40% to major, 35% to lieutenant colonel and 25% to colonel); this is called the promotion rate (P-Rate). Allocation rates for BPZ officers are higher than the BPZ promotion opportunity to ensure all senior raters have the same opportunity to nominate their most deserving officers for an early promotion with the limited number of BPZ promotions available. AFPC/DP2SPE publicizes the DP allocation rates for each PRF cycle in the Day 66 message.

*(Replace) 8.3.1.2. PRF Accounting Date (approximately 150 calendar days before the central selection board). On the PRF accounting date, AFPC matches eligible officers to senior raters based on the officers' unit of assignment data in MilPDS. AFPC/DP2SPE announces the actual PRF accounting date. Between the PRF accounting date and Day 66 before the Central Selection Board, Management Levels ensure Air Force Promotion Management System is accurate.

*(Replace) 8.3.1.3. PRF Allocation Dates (approximately 150 and 66 calendar days before the central selection board). The initial allocation date is approximately 150 calendar days before the central selection board. This is when Management Levels estimate the number of allocations available to each senior rater and for each Management Level Review under their jurisdiction. After this date, the number of allocations is adjusted to account for officers who become eligible or ineligible for promotion and for officers who are still not aligned under the correct senior rater identification as verified and reported by the Management Level activity to AFPC/DP2SPE. These adjustments are made up until the day before the PRF final allocation date (approximately 66 calendar days before the central selection board). On that day, the Management Level determines the actual number of allocations and distributes to senior raters and Management Level Reviews based on the number of eligible officers for that level. No changes are made to the number of a Management Level's allocations on or after the final allocation date unless authorized by AFPC/DP3SP. In addition, no changes in the Management Level's allocations are authorized in cases where a Brigadier General (Sel) is confirmed by the U.S. Senate on or after day 66 and subsequently becomes eligible to be the senior rater for lieutenant colonels in the organization. AFPC/DP3SP will approve exceptions in order to maintain integrity in the Officer Evaluation System and to ensure fair and proper consideration is given to all affected officers. Note: The DP Allocations are not adjusted automatically in Air Force Promotion Management System for any approved exception. Calculations will need to be accomplished manually.

*(Replace) 8.3.1.4. PRF Cutoff Date. This date is approximately 60 calendar days prior to the central selection board. PRFs cannot be signed prior to this date.

*(Replace) 8.3.1.5. Determining Air Force Allocations.

*(Replace) 8.3.1.5.1. Management Levels determine the number of DP allocations they have by applying the appropriate allocation rate to their In-the-Promotion Zone or, if authorized, Below-thePromotion Zone eligible population. Management Levels will round fractions up or down to the next whole number as directed by AFPC. The allocation process to be used for a specific PRF cycle will be set and made public approximately 120 days prior to the central selection board for each competitive category. As a general rule, AFPC will direct the Management Level Review process that maintains the appropriate "P-rate," while minimizing the number of DPs awarded to Management Levels who do not meet the minimum group size.

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