Blank Af 707 PDF Template

1. What is the AF Form 707 and who uses it?

   The AF Form 707, also known as the Officer Performance Report (OPR), is used within the United States Air Force to evaluate the performance of officers from the rank of Lieutenant through Colonel. This form documents an officer’s duty performance history and is utilized for considerations such as promotions, assignments, and other personnel management decisions.

2. What information is required on the AF Form 707?

   The form requires various pieces of information about the officer being evaluated, including but not limited to, name, Social Security Number (SSN), rank, duty Air Force Specialty Code (DAFSC), reason for the report, Periodic Assessment Code (PAS), organization, command, location and component, period of report, number of days supervised, job description, performance factors, and rater overall assessment. It also includes sections for an additional rater’s assessment, the reviewer, and, if applicable, the functional examiner/Air Force advisor, as well as the ratee's acknowledgment. Detailed instructions for each section ensure the evaluation is based solely on performance.

3. How is the performance of an officer assessed on the AF Form 707?

   Officers are assessed based on several performance factors such as job knowledge, leadership skills, professional qualities, organizational skills, judgment and decision-making abilities, and communication skills. Evaluators must decide whether the officer meets or does not meet standards for each factor. Detailed narratives give context to these assessment choices, particularly in areas requiring improvement.

4. What does signing the AF Form 707 signify for the ratee?

   When the officer being evaluated, or "ratee," signs the AF Form 707, it acknowledges receipt of the performance report. The signature does not indicate agreement or disagreement with the contents of the evaluation. The form clarifies that all required feedback sessions have been conducted during the reporting period.

5. Is the privacy of the information on the AF Form 707 protected?

   Yes, the AF Form 707 is protected under the Privacy Act of 1974. The form itself states that the information it contains is FOR OFFICIAL USE ONLY and details the legal authority, purpose, routine uses, and disclosure policies associated with the Performance Reporting Records System. This ensures that personal and sensitive information is handled with the necessary security and discretion.

6. What actions can an officer take if they disagree with their AF Form 707 evaluation?

   If an officer disagrees with their evaluation, they can file an evaluation appeal through the Evaluation Reports Appeals Board according to AFI 36-2406, Chapter 10 or through the Air Force Board for Correction of Military Records as outlined in AFI 36-2603 and AFPAM 36-2607. This process allows for the correction of perceived inaccuracies, injustices, or biases in the report.

7. How do referral reports on the AF Form 707 work?

   A referral report is required if the evaluation contains comments or ratings that indicate the officer does not meet standards or there are other significant concerns. The ratee must be notified and given the opportunity to acknowledge receipt of the referral report, after which they can submit a written rebuttal within specified timelines. This process ensures that officers have a chance to respond to and address negative evaluations.

8. Who can serve as a rater for the AF Form 707?

   Raters are typically the immediate supervisors of the officer being evaluated and must be of a higher rank. The form also allows for additional raters and reviewers who further evaluate and concur or non-concur with the initial rater’s assessment, ensuring a comprehensive evaluation process. The specific roles and responsibilities of each evaluator are outlined in AFI 36-2406.

9. Can personal information, like marital status or race, be considered in the AF Form 707 evaluation?

   No, the instructions for completing the AF Form 707 explicitly state that evaluators must base their recommendations solely on performance and potential. Mentioning or considering factors like completion of education, family activities, marital status, race, sex, ethnic origin, age, religion, or sexual orientation is prohibited. This ensures that the evaluation process is fair and unbiased.

10. What happens if an officer is not available to sign the AF Form 707?

    If an officer is not available to sign the form due to absence or other reasons, the lack of a signature is noted, and the evaluation process proceeds without it. However, it is important for the rated officer to sign whenever possible, as this acknowledges receipt and the opportunity to review the document. The evaluating officer or appropriate personnel will follow specific procedures in these cases to ensure compliance with regulations.

1. Not reading the instructions carefully before starting: Many individuals dive into filling out the AF 707 form without thoroughly reading the guidelines provided in AFI 36-2406. This oversight can lead to misunderstandings regarding what information is needed and how it should be presented, which might cause errors in completing the form accurately.

2. Incorrectly entering identification data: A common mistake made by people is inaccurately filling in the Ratee Identification Data section. Items such as the individual's name, Social Security Number (SSN), rank, and Duty AFSC (DAFSC) must be filled out precisely. Errors in these fields can lead to issues in the individual's record or misplacement of the form.

3. Omitting the Performance Feedback date: It's mandatory to provide the date of the last performance feedback session. Sometimes individuals forget to include this information or wrongly assume it's not critical. However, this date is essential for a complete and accurate assessment of the officer's performance during the reporting period.

4. Overlooking the need to spell out acronyms in the Remarks section: Individuals often use acronyms throughout the form without explanation. The AF 707 form requires that all acronyms used in the report be spelled out in the Remarks section to ensure clarity and understanding for all readers, including those not familiar with specific terms used in various divisions or units.

5. Failing to properly acknowledge the Ratee's signature section: Some individuals might misunderstand the purpose of the Ratee's acknowledgment section at the end of the form. It's important to recognize that the signature in this section is purely for acknowledgment purposes and does not imply agreement or disagreement with the content of the report. This section is crucial for the process to proceed, confirming that all required feedback was provided during the reporting period.

The AF Form 707, known as the Officer Performance Report (OPR) for ranks Lieutenant through Colonel in the United States Air Force, serves as a critical tool in assessing and documenting an officer's performance and potential. Alongside this form, several other documents often play supportive and complementary roles in the evaluation process, ensuring a comprehensive and fair review of the officer's contributions and capabilities. Understanding these additional forms and documents is vital for a clear, accurate representation of performance and career development opportunities.

• AF Form 77, Airman Comprehensive Assessment (ACA) Worksheet (Lt thru Col) - This document guides the performance feedback process between raters and ratees, setting expectations and goals aligning with duties encapsulated in the AF Form 707.
• AFI 36-2406, Officer and Enlisted Evaluation Systems - Provides detailed instructions and guidelines on completing performance reports, including the AF Form 707, ensuring standardization and fairness throughout the evaluation process.
• AF Form 860A, Civilian Rating of Record - Although used within the civilian workforce of the Air Force, it's relevant for officers who supervise civilian personnel, impacting overall leadership evaluations.
• Training Records - These documents outline any completed officer development courses or special training pertinent to the ratee’s current or future assignments, augmenting sections of AF Form 707 that assess job knowledge and skills growth.
• Support Form or Feedback Form - Used prior to the OPR cycle, it helps in setting expectations and objectives, which are crucial when assessing an officer's performance against predetermined milestones.
• AF Form 709, Promotion Recommendation Form (PRF) - Recommends officers for promotion. Performance documented in AF Form 707 influences the contents and recommendations on this form.
• Referral Letters - Accompany the AF Form 707 in instances where the performance report is unfavorable, ensuring the ratee is aware and has the opportunity to respond to the assessments made.

The AF Form 707 and its associated documents collectively contribute to a fair, comprehensive evaluation system. They ensure that officers are assessed accurately based on performance, potential, and adherence to Air Force standards. By incorporating feedback, training achievements, and overall contributions, the Air Force fosters a culture of excellence and accountability among its leaders.

• Enlisted Performance Report (EPR): Similar to the AF Form 707, the Enlisted Performance Report focuses on evaluating the performance of enlisted personnel. While the AF 707 is reserved for officers, both forms assess factors like job knowledge, leadership, and teamwork, providing a structured feedback mechanism.
• Officer Evaluation Report (OER): Used by the Army, the OER is akin to the AF 707 in its purpose to record and evaluate an officer's performance and potential. Both documents are crucial for career advancement, highlighting leadership qualities and mission accomplishment.
• Navy Fitness Report (FITREP): This document serves a similar purpose for Navy personnel as the AF 707 does for Air Force officers. The FITREP assesses an individual’s professional qualities, performance, and suitability for future assignments and promotions, using both qualitative descriptions and quantitative ratings.
• Marine Corps Fitness Report (FITREP): Much like the AF 707, this report evaluates the performance, conduct, and readiness of Marine Corps officers for future responsibilities. It focuses on leadership, judgment, and the ability to execute the mission effectively.
• Individual Development Plan (IDP): Although not a performance evaluation, IDPs are similar to the developmental aspect of the AF 707 by outlining career goals and objectives, strengths, and areas for improvement. IDPs focus on long-term growth, which complements the evaluation process.
• Civilian Performance Appraisal: Civilian government workers also undergo performance evaluations, which mirror the structure and intent of the AF 707. These appraisals assess job performance, set objectives, and identify professional development needs to enhance their contributions to the organization.
• Joint Service Commendation Evaluation: For officers serving in joint military assignments, this evaluation bridges the service culture gaps by assessing performance in a multi-service environment, similar to how the AF 707 evaluates performance within an Air Force context.
• Coast Guard Officer Evaluation Report (OER): This form assesses Coast Guard officers by evaluating their competencies, leadership qualities, and ability to fulfill their duties. Like the AF 707, it is an integral part of the promotion process, ensuring that only those truly capable advance in rank.
• Senior Rater Endorsement forms: In various branches, these forms provide senior leaders' perspectives on an officer’s performance, potential for future assignments, and promotion suitability. They complement forms like AF 707 by adding a strategic assessment of an officer's career progress.
• Correction of Military Record applications: While not a direct performance evaluation, applications for the correction of military records (e.g., Air Force Board for Correction of Military Records) can involve elements of performance evaluations, such as those found in the AF 707, especially if appealing an evaluation believed to be unjust or inaccurate.

When filling out the AF Form 707, Officer Performance Report (LT thru COL), it is crucial to follow specific guidelines to ensure accurate and effective completion. Here are things you should and shouldn't do:

• Read AFI 36-2406 carefully: Before you start filling in any item, ensure you have thoroughly read the instructions and guidelines provided in AFI 36-2406 to avoid common mistakes.
• Provide accurate information: Ensure all data including name, rank, and SSN are entered accurately to avoid any issues with processing or identification.
• Use concise language in descriptions: When detailing the job description and performance factors, use clear and concise language to effectively communicate the ratee’s performance.
• Check for completion: Before submitting the form, double-check all sections for completeness to ensure no critical information is left out.
• Utilize bullet points for clarity: In sections that allow, use bullet points to list achievements or observations for better readability.
• Provide feedback: Make sure to provide constructive feedback in the overall assessment sections, highlighting areas of strength and improvement.

• Include prohibited information: Avoid comments on marital status, race, sex, ethnic origin, religion, or sexual orientation as these are against the guidelines.
• Ignore feedback dates: Do not leave the last performance feedback date blank or inaccurately filled. If it was not accomplished, clearly state the reason as per the form’s instructions.

Understanding the AF Form 707, commonly known as the Officer Performance Report (OPR) for ranks Lieutenant through Colonel, is integral for both the reviewer and the ratee. However, some misconceptions may lead to misinterpretations and mistakes in its completion and interpretation. Here are five common misconceptions:

• Misconception 1: Signing the AF Form 707 Implies Agreement

  One of the most common misconceptions is that a ratee's signature on the form signifies agreement with the evaluation's contents. In reality, the signature only acknowledges receipt of the form. Individuals have the right to file an evaluation appeal if they disagree with the content, ensuring their voice is heard and any inaccuracies can be addressed.

• Misconception 2: The Form Solely Reflects Past Performance

  While primarily a performance record, the AF Form 707 serves multiple purposes including influencing future assignment selections, promotion considerations, and more. It is a crucial document that affects an officer's career trajectory, making accurate and fair evaluation essential.

• Misconception 3: Any Negative Feedback Results in a Referral Report

  Negative feedback does not automatically convert an OPR into a referral report. Specific criteria outlined in AFI 36-2406 define a referral report, which typically involves a marked "Does Not Meet Standards" box in the performance factors section or unfavorable comments in the evaluation that warrant special acknowledgment and response from the ratee.

• Misconception 4: The Form is Used for Promotion Recommendations

  Contrary to some beliefs, reviewers are expressly prohibited from making promotion recommendations in the AF Form 707. The evaluation should focus on the officer’s performance, leadership potential, and specific achievements without implying or suggesting promotion outcomes.

• Misconception 5: Personal Information Influences the Evaluation

  Personal demographics such as family activities, marital status, race, sex, ethnic origin, age, religion, or sexual orientation must not influence the assessment. The form emphasizes performance, adherence to Air Force standards, and leadership qualities, ensuring evaluations are fair and objective.

Understanding these misconceptions is crucial for both evaluators and ratees to ensure the AF Form 707 is filled out accurately and fairly, reflecting an officer's true performance and potential while adhering to the Air Force's guidelines and regulations.

The AF 707 Form is utilized for evaluating the performance of Air Force officers from lieutenant through colonel. It's an essential document for assessing an officer's achievements, leadership qualities, and overall contribution to mission success. Understanding the key components and proper completion of this form is critical for both evaluators and ratees.

• Read AFI 36-2406 carefully: Before filling out any part of the form, it's crucial to understand the instructions and requirements laid out in AFI 36-2406 to ensure all information is accurate and compliant.
• Ratee Identification Data: This section captures basic information about the officer being evaluated, including their name, social security number (SSN), rank, and duty Air Force specialty code (DAFSC).
• Reporting Period: Clearly indicate the time frame of the evaluation, including the start and end dates, to define the period of performance being reviewed.
• Job Description: A concise description of the ratee's duty title, responsibilities, and expectations. This should be limited to four lines to ensure brevity and clarity.
• Performance Factors: Evaluators must assess the officer's job knowledge, leadership skills, professional qualities, organizational skills, decision-making, and communication abilities. If standards are not met, specific areas of concern need to be indicated.
• Rater's Overall Assessment: This is a critical section where the rater provides a summary of the officer’s performance, including strengths and areas for improvement. The form limits this assessment to six lines to encourage concise, focused feedback.
• Additional Rater and Reviewer Assessments: If applicable, additional raters and reviewers provide their concurrence or non-concurrence with the evaluation, adding another level of oversight and ensuring fairness and accuracy in the evaluation process.
• Ratee's Acknowledgment: By signing the form, the ratee acknowledges receipt of the evaluation. This signature does not necessarily indicate agreement with the content of the evaluation.
• Privacy Act Statement: The form includes a privacy act statement, emphasizing the confidentiality of the information provided and outlining the authorized uses of the data.

Correct and thorough completion of the AF 707 form is essential for providing a fair and accurate record of an officer's performance. It plays a pivotal role in career progression decisions, making it a significant document for both the evaluator and the ratee. Understanding each section and adhering to the guidelines ensures the evaluation process is effective and equitable.