Commentary - Does the EPR need a bailout?

News > Commentary - Does the EPR need a bailout?

Does the EPR need a bailout?

Posted 6/25/2012

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Commentary by Tech. Sgt. Kitsana R. Dounglomchan
39th Force Support Squadron

6/25/2012 - INCIRLIK AIR BASE, Turkey (AFNS) -- What do enlisted performance reports, Goldman Sachs and Bank of America have in common? They suffer from bad brand name recognition. So, what should we do? Bailout our EPR system?

We could rename the EPR. How about Yearly Evaluation Report or YER? A name change has worked for some, but then again the culture still persisted. Years ago we hoped a change from Airman Performance Report to EPR would do the trick. If it had, you wouldn't be reading this commentary. So maybe that's not the answer.

I recently heard Chief Master Sgt. of the Air Force James Roy speak, and inevitably somebody brought up enlisted performance reports. Laughter spread throughout the audience. I wondered why. I reasoned we were all thinking the same thing: Here we go again!

Why do we immediately go there? I believe it's because we communicate our message ineffectively.

It's easier to communicate what you want your people to do and how you want them to do it. The pitfall is when we communicate in this manner, we neglect the most important part -- why we need them to do it.

Author Simon Sinek believes this is why messages fail to stick. Sinek said great organizations communicate by focusing on why. What and how are irrelevant if you fail to communicate why.

Think about everything we've been taught about the enlisted evaluation system. It states in Air Force Instruction 36-2406, "Officer and Enlisted Evaluation Systems" what we are supposed to do. We are to conduct an initial, midterm and follow up feedback. Great, this covers what. See a trend happening? Next, we send senior airmen off to Airman Leadership School to learn how. We teach them to sit at a 45-degree angle, ask open-ended questions and set standards and expectations. We've now covered how to give a feedback.

Do you see the problem yet? We're making the same mistake as failed organizations. We're communicating incorrectly. We're focusing on what and how, but where is why?

Roy said the key to our evaluation system is the periodic performance feedback sessions. EPRs are capstones to feedback. Ok, but why?

Here's why.

When I arrived at Incirlik Air Base my new supervisor was Tech. Sgt. Christy Jones. She changed my life by giving me a real initial feedback. I didn't just passively sign a form. Instead, as she went through standards and expectations, she got to know me on a personal level so she could help me develop on a professional level. I remember a lot from that day, but what will stick with me the longest is why we had the feedback session. She told me, "Right now you're a three. Every person I supervise starts with a clean slate. You will earn your rating."

I saw my career flash before my eyes! I knew I had always performed like a four.

So, what did I do? After thinking that I would end my career as a staff sergeant with a four on my EPR, I got my act together. I accomplished my long overdue Community College of the Air Force degree, completed upgrade training and started projects around the base. Before I knew it, my midterm feedback was due. I felt my chest swell with pride as my supervisor looked me in the eyes and said, "I don't know what has gotten into you, but you've exceeded all my standards."

What got into me was a performance feedback! What got into me was a supervisor who wasn't going to give me a five, but allow me to earn my rating. What got into me was a supervisor who held me to high standards through the feedback process.

At the end of last year, when I earned a five, I didn't need an EPR. I knew in my heart I was truly among the best. The journey taught me more than a piece of paper ever could. The EPR just served as my epilogue. I had written each chapter throughout the year.

With harsh economic prospects on the horizon, we are going to continue shaping our Air Force. But, we will have to continue to fly, fight and win. The only way to achieve this is to start with feedbacks and develop our Airmen much faster than I was developed, than you were developed.

When we ask an Airman if they've gotten all their feedback sessions we are surprised when the answer is yes. We can change our culture, so when we ask that question we are surprised when the answer is no. Maybe one day we won't even need to ask.

Reflect back on your own career. Maybe you haven't had a supervisor like Sergeant Jones. How has your career been weakened by not having that NCO? How has your career changed as a result of having that NCO? Why can't you be the NCO that changes your Airman's career?

This is why feedbacks matter. This is why our EPRs matter.

Comments

7/2/2012 7:30:23 PM ET
When it comes down to it, no one can make you change your rating. There is a non-concur block if they wish to use it. I've also gotten pulled into the higher supervision's office and been told I shouldn't write my second troop a 4 because they had potential... Newly minted SSgt trying to justify a rating to two MSgts and an officer that thought all enlisted were beneath them. I failed in my official rating of that one.

Orpheus13, Planet Cannon

6/30/2012 7:36:59 PM ET
After reading the comments I totally agree that the EPR score needs to be taken out of the equation for promotions. A simple DNP P DP would be appropriate. Reduce the amount of bullets to Amn5 line NCOs7 lines SNCOs9 or 10 lines to match officer OPRs. This is where I would start. Thoughts

Lee, OK

6/29/2012 2:06:44 PM ET
What happened to all the comments that were posted to this commentary?

David, Joint Base Pearl Harbor Hickam

6/29/2012 1:32:48 PM ET
The EPR system needs a total overhaul Accession sources and formal training use the thirds system for stratification and this should be considered for EPRs. Forcing commanders to actually rank their people will improve production from members and hold leadership accountable for their ratings on EPRs. Every quarter commanders would submit their rankings, which cannot be updated until the next quarter's submission. During feedback, members would find out how they actually rank against their peers in job performance. The point system could stay intact by using this strategy as well by assigning point values to each third. The EPR form would not list 1-5 like it does currently but would indicate which third the member is ranked at the time of the EPR. I can already feel the negative feedback coming from this type of system. Commanders would game the system by putting everyone in the top third when their EPR is due. My comment to leaders who do this would be check your integrit

P, CVS

6/29/2012 12:01:49 PM ET
The EPR system has definitely turned into a joke. It clearly is not being used the way that it was meant to. When I was new supervisor, I tried following the EPR format, by the instruction the troop clearly rated a 4 and was later called into the flight chief's office where the commander was waiting. They DEMANDED that I make the EPR into a 5 They appreciated what I was trying to do but that is not the way the EPR system works. I was told to picture it as a promotion tool not a real measure of performance. I was told everyone deserves a fair shot at promotion and it would look bad on the unit if too many people are rated lower than 5. When I transferred to another unit we attended a mandatory bullet writing class which instructed us on how to make an average ho-hum troop look like a super troop to justify a 5 by adding more fluff to bullets. Now the goal of writing an EPR apparently is to make everyone a 5. Higher leadership tries to tell us to maintain the integrity of t

Deja Vu, AF

6/29/2012 8:40:47 AM ET
COMMANDERS sign off on EPRs they are responsible for the overall inflation of them.

Tak, USAF

6/28/2012 6:51:22 PM ET
Good job ME HERE, now my Airman is gonna get promoted and leave yours in the dust. Nice

Sgt Peanut, east coast

6/28/2012 1:39:25 PM ET
The EPR debate continues to rage. At NCOA in '98, CMSAF Pfingston placed blame for rating inflation on supervisors then when the EPR system was only 5 or 6 years old. Change to the EPR system was becasue of rating inflation in the old APR system, seems this is systemic maybe? Like many have said here, sever the EPR from the promotion system, make it two columns and use as a retain vs do not retain determinate.

The_Dude, Earth

6/28/2012 1:12:22 PM ET
Let’s take a look at the EPR as if it were a market driven product. Clearly the demand is for EPRs to be 5s. If all EPRs were 5s, we could justify lower ratings with LOC, LOR, etc. But if one could get a 5 by staying out of recorded trouble, where is the incentive to excel? How do we get our top performers promoted ahead of the rest Points for awards PT Scores? Maybe a strat statement with number? Everything is subject to falsification or exaggeration. The test is not a good indicator either. I suspect that there are a few people that have a high test score and low job skills that have been promoted above their abilities. The EPR is still out there because no one has a better idea that is acceptable feasible and obtainable.

Sarge, Ohio

6/27/2012 6:30:00 PM ET
The fact that this TSgt considered a 4 EPR to be a poor level of performance is demonstrative of just how inflated and screwed up our enlisted performance reporting system is. Not only that Chief Roy is WRONG when he says that the enlisted performance system is failing because of a lack of integrity amongst supervisors ie it starts at the top. NO.The enlisted performance system is structurally unsound and the current model will ALWAYS lead to inflation. That's because it weighs so heavily in the promotion system and the fact that a single supervisor gaming the system can undermine dozens of other supervisors who try to do the right thing.I think John at Eglin has a fairly good solution to the problem. An even better solution is to simply to simply change the report to show that a airman either meets or does not meet standards. I think the whole 1-5 scale has to go but of course nobody wants to listen to anybody who proposes this idea.Why is thisSimp

Some Capt, CA

6/27/2012 6:04:27 PM ET
Perhaps the EPR can be simplified to match the performance assessment categories in Block III of the EPR. Rate 1 through 4 from Does Not Meet to Clearly Exceeds and justify each category. For example the Meets category or 2 would be for the airman that does their job is to work on time and maintains standards. An Above Average or 3 is the airman that does more than the average airman like additional education community service receive award nominations etc. The Clearly Exceeds or 4 is the airman who has actually won awards like Airman of the Quarter Year etc. performed duties or held positions above their current rank or serve in a key position on a council like the Top Three First Six council. The requirements can be determined and standardized across the Air Force so there is no question on what is required and leave no room for subjectivity. My idea is similar to Orpheus 13 but with a 1 thru 4 scale with 2 being a good airman everyone starts as a two each year

David, Joint Base Pearl Harbor Hickam

6/27/2012 5:28:25 PM ET
Why is everyone waiting for the EPR culture to change Why not initiate that change You aren't giving your Amn what they deserve you are giving them what the earned. As I've shifted my way of thinking and just gave a 3 and 4 to my troops who were 5s last year now it's your turn. So lets all get on board with the program and stop waiting for others to do it for us in 3 2 1 GO

ME, HERE

6/27/2012 1:29:49 PM ET
To fix the EPR system it has to start at the top. I am sure there are some E-789's that are truly deserving of a 3 on their EPR but you will never see that because the commanders that sign them would never let that happen. An easy way to fix the EPR system is as follows If a 3 means that you showed up and did your job and did nothing moreless you don't have to put any bullets. Why should I have to explain that the Airman Meets the standard. If you want to give some one anything other than a 3 you have to put bullets explaining why this person is deserving of a better or worse rating. This would save lots of time as well. Now the Airmen we supervise would have to keep track of REAL accomplishment that they do throughout an evaluation period. That's my 2 cents

ATC MSgt, JB MDL

6/27/2012 1:25:54 PM ET
The only way to correct the ERP fallicy is to take it completely out of the promotion system. I and many others remember getting the bone when things switched from the APR to the EPR. Some of us had sups that wanted to do right and thus gave most troops a 3 while others maintained the superstar status for their troops and gave ot 5's. Guess who suffered Those troops whose sups actually tried to do right. Take the EPR completely out of the promotion equation. Use it only to summize performancerecommnend promotion and then award strips based soley on medals TIR and TIS and testing scores. Goodbye headaches goodbye human subjective ratings

Jay, DC

6/27/2012 12:40:19 PM ET
@Not disgruntled just realistic Agreed. Sadly 5's are the baseline. If people were to really live the core value of Integrity First we wouldnt be having this conversation.But since we know how competitive promotions are and how getting anything less than a 5 will set someone back 2-3 years for promotion. No one wants to mark them less. To fix this issue it has to start from the top down. Or better yet make a 3A AFSC- EPR MONITOR. Where all they do is review EPRS. LOL I am curious to know how many people in the AF get an EPR other than a 5.

CURIOUS, D.C.

6/27/2012 11:32:29 AM ET
The EPR system will remain broken as long as it has this much influence on promotions. Too many supervisors are affraid to hurt their troops chance of making rank. If a 3 EPR was worth 3 points and a 5 worth 5 points supervisors wouldn't have that excuse anymore.

John, Eglin

6/27/2012 10:19:39 AM ET
Everyone takes such a simplistic approach to fixing the EPR 'just do feedbacks' however it goes much deeper than that. Squadron commanders first sergeants and other unit leadership don't like the idea of having a bunch of people who don't walk on water. So they encourage the 5s and throw the notion of a bell curve out the window. Nobody wants to lead a unit of folks who are average or just above average so they don't require argument and justification for 5s. This goes even further with firewall 5s being requirements for special duties PCS medals letters of recommendation and the like the EPR system won't change until it becomes institutionally acceptable to be a 4.

Sgt Whoever, conus

6/27/2012 8:35:22 AM ET
EPRs won't be fixed until they only allow individuals signing them to review them.RATEERATER/ADDITIONALCC

DJ, OCONUS

6/27/2012 12:19:02 AM ET
@CMSgt Servati. TSgt Dounglomchan deserves credit for his willingness to speak up. Your observation that some mid-level supervisors were not doing their part identifies a major problem. In my experience and observation, the '5' has been and still is the baseline and anything less is considered punishment. CMSgt Roy's message was well intentioned, but without specific direction from the top requiring 4s and 5s to have extra justification the system will not change anytime soon.

Not disgruntled, just realistic

6/26/2012 8:06:31 PM ET
I agree with Curious. Everyone should start as a 3 with documentation provided to leadership to support marks up/down from a 3. I also think a nice addition would be a workcenter score where the evaluatee's team members above and below him/her in the chain could assign a score based on leadership, teamwork etc. to supplement the supervisor's EPR... kind of like peer points in PME.

TSgt , Yokota AB

6/26/2012 7:20:42 PM ET
The AF needs to change the EPR system. I feel they should change the ratings. Instead of 5 they should use 3. The 3 should be... should this Amn be promoted stay the same rank or be demoted. This is a more clear cut way to truly evaluate an subordinate.

WillRich, Nevada

6/26/2012 3:06:44 PM ET
I have pushing for better feedback on my base for the past year. Glad to see someone write an article on this. I will definitely pass this on to my Command Chief to spread the word Great Read

BB, Syracuse

6/26/2012 2:17:59 PM ET
I think the big concern problem I have with the EPR system is that you have to justify why someone is less than a 5. If I had to rewrite the system I would make it the other way around. Start everyone at a 3 then supervisors and leadership have to include supporting documentation as to why there subordinate deserves a 4 or 5 EPR. The commander and Chief then approve disapprove based off supporting documentation.

CURIOUS, D.C.

6/26/2012 1:05:40 PM ET
Great article. I may not agree with 100 percent, but before he gets lambasted like everyone else that tries to take the high road when it comes to the enlisted performance feedback system, TSgt Dounglomchan worked for me when he was a SrA and he was a great Airman. As I read this, it is appearant that the mid-level supervisors between him and I weren't giving that feedback they were supposed to and that is partially my fault. Good luck D12.

CMSgt Tim Servati, Keesler AFB MS

6/26/2012 11:55:33 AM ET
Yeah that's what will fix the EPR system, better feedbacks. Why didn't anyone ever think of this before? You deserve a Bronze Star.

Hardyharhar, Reality

6/26/2012 8:57:37 AM ET
the EPR is a report and part of the Enlisted Evaluation System. Perhaps the writer wanted to suggest that the EES needs a bailout and not just the EPR.

Im a runner, TX

6/25/2012 8:24:26 PM ET
I agree that there is a communication issue when it comes to evaluations and feedbacks. IMHO, what is needed is a culture change from the top down. Anything less than a 5 is a markdown as though the top is the reference point. If you earned a firewall 5 last year, you should still start this year as a 3. My expectations of you will be adjusted based upon your performance and aptitude as well as rating against your peers. All of this should be clearly laid out in the formal feedback sessions, but we shouldn't disregard the informal sessions.

Orpheus13, Planet Cannon

6/25/2012 5:57:32 PM ET
So what you are saying is that a 4 EPR is bad and a wakeup call. Does that mean a 3 is a career killer then?

D, Overseas

6/25/2012 3:35:32 PM ET
I remember when the AF switched from APRs to EPRs. Under APRs I always got firewall nines. My very first EPR was from a brand new supervisor who had never written an APR or an EPR. She read the guidance and gave me across the board 3s. Needless to say everyone else got straight 5s. When it came time for promotion I missed out. Everyone should start as a 3 - and anyone who gets above or below that the EPR should be reviewed by the chain of command and reasons/explanations given.

Stuart, Alabama

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