Fill Out Your Af 860A Form

What is the purpose of the AF 860A form?

The AF 860A form, also known as the Civilian Rating of Record, is utilized to evaluate the performance of civilian employees within the U.S. Air Force. It serves as a formal method for assessing job performance against established critical elements. This evaluation guides decisions related to awards, promotions, and performance improvement plans.

Who is required to complete the AF 860A form?

The AF 860A form must be completed by supervisors or managers of civilian employees in the U.S. Air Force. The completion is essential when conducting performance evaluations, particularly for positions at the GS-14 and GS-15 levels. These evaluations contribute to comprehensive personnel records and promote accountability within the workforce.

What are the critical elements rated on the form?

Part A of the AF 860A contains one to seven critical elements that are essential for assessing an employee’s performance. Each element must be rated, and the overall performance rating is derived from these ratings. If an employee receives a "Does not meet" rating on any critical element, their overall performance is deemed unacceptable.

What happens if an employee receives an unacceptable rating?

An unacceptable rating on any critical element initiates a requirement for a performance improvement plan. This plan aims to address the specific areas where the employee has fallen short. Documentation must be maintained throughout this process, and it is advisable to contact the Civilian Personnel Flight for assistance in developing the plan and ensuring compliance with relevant procedures.

What is the significance of Parts B and C of the form?

Part B captures the impact of an employee’s performance on mission accomplishment, which is mandatory for GS-14 and GS-15 employees. Part C is used for award justification, where accomplishments can be outlined in a bullet format. These sections, while optional for lower grades, provide valuable context for performance evaluations and potential recognitions.

What are the requirements for performance awards listed on the AF 860A?

When recommending performance awards, the appropriate award type (either cash or time-off) must be indicated. For cash awards, the amount or percentage needs to be specified. If a time-off award is granted, the number of hours should be stated, and the granting authority must ensure that total time-off awards do not exceed 80 hours within the leave year.

How is the appraisal section structured for promotion considerations?

Part F of the AF 860A is dedicated to the Civilian Promotion Appraisal, which uses ratings from various appraisal factors. These factors assess observable work behaviors that predict future performance potential at a higher grade level. Ratings are given on a scale from 1 to 9, indicating performance quality, which aids in ranking candidates during competitive placement actions.

What should employees know about the Privacy Act and their information?

The AF 860A is subject to the Privacy Act, which protects the personal information of employees, including Social Security numbers. This information is essential for accurate identification within records. While providing this information is voluntary, failure to do so could affect the ability to maintain accurate records and manage personnel actions effectively.

When individuals fill out the AF 860A form, several common mistakes can occur, which may lead to complications in processing. One frequent error is failing to complete all required sections. Each part of the form has specific instructions, and neglecting to fill out necessary fields can result in delays or rejections. It is crucial to read the instructions carefully and ensure all mandatory fields are addressed.

Another mistake involves misrating critical elements in Part A. Participants sometimes place an "X" in the wrong box, leading to incorrect overall performance ratings. Performance ratings impact evaluations significantly, so accurate marking is essential. Individuals must double-check their ratings against the performance standards outlined in the form.

Leaving Part B blank when mandatory can also be an error, especially for GS-14s and GS-15s. This section is crucial as it addresses the impact on mission accomplishment. Failing to provide this information may hinder the appraisal process or result in an incomplete evaluation. Taking the time to complete all applicable sections is important.

Using bullet points improperly in Part C is yet another error. The instructions specify that responses should be in bullet format and limited to nine lines. Overloading this section or using incorrect formatting can lead to confusion. Clear, concise statements that comply with the formatting requirements are necessary for effective communication.

Individuals occasionally overlook the need to sign the certification section in Part E. All required signers, including raters and award approving officials, must date and sign the form. Omitting signatures can lead to complications in the approval process, potentially delaying or invalidating the performance evaluation.

A misunderstanding of how to fill out monetary awards in Part D can also cause issues. Participants sometimes confuse percentage and dollar amounts, leading to incorrect entries. Accurate financial reporting is crucial, as improperly stated figures can affect the distribution of awards.

Another common mistake is disregarding the Privacy Act Statement. While it may seem unnecessary, understanding the implications of providing personal information, such as a Social Security number, is vital. Individuals should read this section to ensure compliance with confidentiality requirements.

Finally, many people fail to review the completed form for clarity and accuracy before submission. Errors that seem minor, such as missing names or typos, can have significant effects on evaluations. A thorough review of the completed form can catch these small errors before they cause larger problems.

The AF Form 860A is an important document used to evaluate the performance of civilian personnel within the U.S. Air Force. Several other forms and documents are often utilized alongside the AF 860A to provide a comprehensive understanding of an employee's performance, eligibility for awards, and overall career progression. Below is a list of these related documents, each described briefly to highlight their significance.

• AF Form 910: This form is a performance appraisal used for officers within the U.S. Air Force. It is essential in documenting an officer's achievements and readiness for new assignments or promotions.
• AF Form 1123: This document records awards and recognitions earned by employees. It serves as a vital tool for tracking acknowledgment of exceptional performance and contributions.
• Performance Improvement Plan (PIP): A PIP outlines specific goals and performance expectations for employees whose performance is deemed unsatisfactory. This plan provides a structured approach to help employees improve their performance over a designated time frame.
• AF Form 385: This is an employee suggestion program form that allows personnel to submit innovative ideas for improving workplace efficiency or morale. Suggestions may be recognized through awards for successful implementation.
• AF Form 1361: This form enables employees to apply for a time-off award based on outstanding performance. It requires justification for the amount of time off being requested.
• AF Form 1A: This is used for documenting a performance-based notification of action or separation. It is crucial for outlining the reasons for employment changes based on performance evaluations.
• Employee Development Plan (EDP): An EDP lays out career goals, training opportunities, and professional development for employees. It aligns individual aspirations with organizational needs.
• AF Form 910A: This is a supplementary document to the AF 910, where employees can provide self-assessments and reflections on their accomplishments and areas for improvement.
• AF Form 623: This is a training and development form that tracks the individual training needs and progress for employees. It ensures that personnel receive the necessary skills for their roles.

These documents collectively support the evaluation process and career development for civilian personnel. They serve a range of purposes, from performance assessment to recognition of achievements, thus contributing to a more effective and supportive work environment.

The AF Form 860A is pivotal in evaluating civilian employee performance within the military framework. Several other forms share similarities in their purpose and structure. Here are six documents that are comparable to the AF Form 860A:

• Performance Appraisal Form (SF- appraisal sheets): Designed for federal civilian employees, these forms assess job performance and behavior, similar to the critical elements outlined in the AF Form 860A. They help determine eligibility for promotions and awards.
• Employee Evaluation Form: Used across various industries, this document evaluates employee contributions against predetermined standards or goals. It aligns closely with the performance ratings provided in the AF Form 860A.
• Recommended Award Nomination Form: This form is utilized to justify nominations for awards based on employee performance. Much like Part C of the AF Form 860A, it requires specific bullet points that describe contributions justifying the reward.
• Individual Development Plan (IDP): The IDP outlines personal and professional development plans for employees, including goals that mimic the critical elements in the AF Form 860A. Monitoring subsequent performance becomes essential for achieving these objectives.
• Competency Assessment Form: This form evaluates the skills and competencies of employees against job requirements. It serves a similar function to the appraisal factors listed in the AF Form 860A by identifying employee strengths and areas for improvement.
• Leadership Development Plan (LDP): The LDP guides employees in achieving leadership competencies. It resembles the AF Form 860A by establishing performance standards and evaluating readiness for advancement within the organization.

Understanding the nuances among these documents can enhance your ability to navigate the promotion and performance appraisal processes effectively. Timely and accurate completion of the AF Form 860A, along with its counterparts, is crucial as it directly impacts career advancement opportunities.

When completing the AF 860A form, follow these important guidelines to ensure accuracy and compliance.

• Do: Clearly print your name and details without abbreviations.
• Do: Utilize the correct rating scale when evaluating performance.
• Do: Complete all relevant sections, especially Parts A and B for GS-14s/15s.
• Do: Seek assistance from the Civilian Personnel Flight if unsure about any section.
• Don't: Leave any critical elements unmarked in Part A; this can lead to an unacceptable rating.
• Don't: Provide vague or unclear descriptions in the impact and award justification sections.
• Don't: Forget to sign and date the form in the Certification section.

Following these steps can prevent delays and ensure your submission meets all criteria. Accuracy in this process is essential for your evaluations and future awards.

• Misconception 1: The AF 860A form is only for performance appraisals.

While the primary purpose of the AF 860A is to evaluate performance, it also serves as a tool for award justification and promotion appraisals. It plays a crucial role in recognizing employee achievements and potential growth within the organization.

• Misconception 2: Completing the AF 860A is optional for all employees.

This form is mandatory for certain grades, especially for GS-14s and GS-15s. Their impact on mission accomplishment must be documented, thus highlighting the importance of accurate completions in aligning with agency goals.

• Misconception 3: A rating of "Does not meet" does not impact the overall performance rating.

This isn't true. Even one critical element rated as "Does not meet" automatically leads to an overall performance rating of unacceptable. This rating can trigger a performance improvement plan, making it vital for employees to understand their evaluations thoroughly.

• Misconception 4: All parts of the AF 860A must be filled out for every employee.

Not every part applies to all employees. For instance, Parts B and C are required only for specific grades. Employees and managers should focus on parts relevant to their roles to keep the process efficient.

• Misconception 5: Awards and recognitions are automatically given based on the AF 860A submission.

This is a misunderstanding. While the AF 860A can justify awards, nominations are still required. Employees should understand the clear distinction between filling out the form and actually being recognized or awarded for their performance.

• Misconception 6: The AF 860A process is lengthy and burdensome.

While the paperwork is necessary, many users find the structure and guidance provided by the AF 860A form actually facilitate the appraisal process. Developing a systematic approach reduces time spent and ensures accuracy in performance evaluations.

• Understand critical elements: Part A of the AF 860A form consists of one to seven crucial performance elements. Each element must be rated accurately.
• Accurate rating is essential: An overall performance rating depends on the ratings given for each critical element. Even one "Does not meet" rating can result in an overall unacceptable performance assessment.
• Know when to seek help: If the overall performance is rated as unacceptable, document it appropriately and consult the Civilian Personnel Flight for guidance on performance improvement plans.
• Complete relevant parts: For GS-14 and GS-15 employees, Part B, which addresses mission accomplishment, is mandatory. Others can choose to complete it.
• Award justification: Use Part C to justify any suggested awards using bullet points. This section is optional for those not nominating for an award.
• Certify the document: Ensure all required parties sign and date the form in Part E, including the rater, reviewer, award approving official, and the employee.
• Follow confidentiality guidelines: Read the Privacy Act Statement carefully. It’s critical to handle the employee's information correctly to protect their privacy.