To provide meaningful feedback to individuals on what is expected of them, advice on how well they are meeting those expectations, and advice on how to better meet those expectations.
To provide a reliable, long-term, cumulative record of performance and potential based on that performance.
To provide officer central selection boards, senior NCO evaluation boards, the Weighted Airman Promotion System, and other personnel managers sound information to assist in identifying the best qualified enlisted personnel. In WAPS, past EPRs are worth up to 135 points.
Evaluation
An EPR evaluates the performance of an enlisted member both on and off duty. The period of time covered by the EPR is normally no less than 120 days and no longer than 365 days. EPRs are normally written by the member's supervisor with additional input provided by their supervisor's supervisor. Although the bulk of the evaluation is focused on their duty performance, enlisted members are also evaluated on their off-duty performance in areas such as volunteerism and continuing education. This is arguably the biggest difference between the Air Force EPR and civilian counterparts. Personnel who have left the Air Force and are seeking jobs in the civilian world will sometimes use EPRs to augment their résumé.
Stratification statements
Stratification is the "rack-and-stack" process senior raters use to identify their top promotion-eligible master sergeants and senior master sergeants. Senior raters are limited to stratifying the top 10 percent of their master sergeant promotion-eligible Airmen and the top 20 percent of their senior master sergeant promotion-eligible Airmen. Promotion-eligible senior NCOs who are not stratified will have their evaluations close out at the deputy evaluator or intermediate evaluator level. Only those who are stratified will have their evaluation signed/closed out by the senior evaluator. Stratification statements must be stated in quantitative terms and will be based on the number of peers assigned within the evaluator's rating scheme. Stratification statements on all other performance reports, to include CMSgt reports, are strictly prohibited. Commander and senior enlisted members level up in their stage of professionalism through a complex point setting criteria that steers performance promotions. The point system and acquired testing baseline scores are gathered into a final summary score that can be adjusted on likeability, quarterly dorm room awards, and cookie bake-off volunteering. The process was developed through the AFI 39-1906, select Enron survey processes, and the Morgan Price home mortgagerating system.
Static Closeout Dates (SCOD)
In 2014/2015 reports were changed to close out on the same date every year and change of reporting official reports were eliminated.
SrA and below with 20 months or more TAFMS: 31 March
On 12 July 2007 the Air Force announced a major overhaul of the content of the EPR and OPR reports in an effort to decrease the time required to accomplish the report. EPR narrative comments were significantly reduced and performance assessment areas now reflect the increased responsibility Airmen are charged with as they progress in rank. A section on physical fitness was added, with those scoring less than 75 receiving a referral report. Another new feature of the EPR is the ratee's signature as well as the use of digital signatures using the Common Access Card. The implementation dates of the new versions were as follows:
The format for entries in the Enlisted Performance Report continues to be the "bullet statement format". On 1 January 2014 a revised AFI and slightly revised EPR forms were released adding organizational climate to the listed of items to consider in the Primary/Additional Duties section. Starting November 2014, static -or fixed - annual close out dates will be used for each rank tied to regular Air Force promotion eligibility cut-off dates. The static dates will enable the implementation of the forced distribution and restricted stratification policy and result in more accurate, useful performance-based evaluations. The new reports will include a section for promotion recommendations that will curb inflation through forced distribution and stratification restrictions.
Criticism
The EPR system has come under heavy criticism from all ranks in the Air Force. The primary complaint is that the system has become inflated. While technically the 1 through 5 scale is supposed to award an "average" performer a 3 and the 5 should be reserved for members that are "Truly Among the Best", the practice has been that nearly all personnel receive a 5 unless there are major disciplinary problems. The 2010 SSgt promotion cycle statistics show that the average eligible SrA received 128.79 points from a possible 135 from their EPR ratings, meaning the average eligible tester received one "4" and two "5" ratings. A cause may be that there is no additional guidance on the definition of a truly stellar member, and the deciding factor is most often other portions of WAPS testing, where performance is meant to be rated.
