FEEDBACK QUESTIONS AND ANSWERS

1. Will the forms be kept for "Official Use Only?"
2. Why so many forms?
3. What guidance is there for use of PFWs in personnel matters or separation actions?
4. Can a PFW be used to prepare an EPR?
5. Must there be comments on the PFW?
6. What should be talked about during a feedback session?
7. How do we document completion of the session when those with less than 20 months don't receive EPRs?

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Question: Why so many forms?

Answer: One of the difficulties with the previous system is that we were asking a single form, in this case the EPR, to carry too much weight: providing feedback and documenting performance all on one form.

Consequently, in the revised system, we use two separate forms accomplished at separate times with clearly separate purposes. Another difficulty is designing one form to cover all ranks and the diversity of their responsibilities. This being the case, you see separate PFWs for airmen versus NCOs, and different EPRs for TSgts and below versus senior NCO’s.

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Question: What guidance is there for use of PFWs in personnel matters or separation actions?

Answer: The PFW may not be used in any personnel action unless the ratee first introduces it. Exception: If the ratee alleges during a personnel action that the rater did not hold a required feedback session, the rater is allowed to introduce the form.

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Question: Can a PFW be used to prepare an EPR?

Answer: Yes, however the PFW should reflect back on the ratee's performance at the time of the feedback session. The PFW is intended to be a communication tool. There is no set method of translating marks on the PFW to blocks on the EPR.

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Question: Must there be comments on the PFW?

Answers: Raters are highly encouraged to give specific comments to help the ratee understand the rater's thoughts and to reinforce what exact behaviors are expected. Ratees have the responsibility to notify the rater's rater when a required feedback session does not take place.

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Question: What should be talked about during a feedback session?

Answers: The PFW outlines the topics; AFI 36-2403 and AFPAM 36-2627 describe in more detail what the topics mean. In general, feedback should focus on duty performance: what the rater's expectations are, how the ratee is meeting those expectations (positive and negative), specific examples to explain the rater's conclusions, and ways to improve.

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Question: How do we document completion of the session when those with less than 20 months don't receive EPRs?

Answer: Orderly rooms receive a roster each month detailing which airmen should receive feedback. Raters will receive a RIP telling them a feedback session is due. After the session, the rater and ratee will sign the RIP and return it to the orderly room. The orderly rooms will check-off the ratee's name on the monthly roster. After all sessions are finished, the orderly room destroys the roster. It is not a permanent document.

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