Fill Out Your Af 910 Form

Filling out the AF 910 form is a critical task for enlisted personnel, as it documents their performance and potential for promotion within the Air Force. However, several common mistakes can undermine the accuracy and effectiveness of the report. Recognizing these pitfalls can help ensure a more comprehensive evaluation.

One frequent error is providing incomplete identification data. Personnel often overlook including essential information such as rank, organization, or duty title. Each section of the identification data is important; missing any detail can lead to processing delays and confusion regarding the individual's report. Ensure every field is filled out correctly to avoid complications.

Another mistake is failing to adequately describe job responsibilities. The form asks for a minimum description of primary and additional duties, but many end up writing vague or overly brief statements. A clear and detailed account of responsibilities helps evaluators understand the scope of an individual’s performance. Take the opportunity to highlight achievements and key tasks to demonstrate effectiveness fully.

In the performance evaluation sections, many people neglect to provide specific examples when assessing their performance. Instead of offering general statements, using concrete scenarios shows evaluators how someone met or exceeded expectations. Vague claims can lead to misunderstandings, so consider including measurable outcomes, such as successful projects or training sessions led.

Furthermore, there is often a misunderstanding regarding the rating criteria. Evaluators sometimes confuse the metric of “exceeding expectations” with “meeting expectations.” Each rating option is carefully defined, and misapplying these terms can misrepresent performance. Read through the guidelines clearly, and make sure the evaluation matches the rating selected.

Lastly, some individuals forget to review and obtain necessary signatures from raters and commanders. Not only is this a procedural requirement, but it is also a crucial part of ensuring the report reflects an unbiased assessment. This underscores the importance of communication and collaboration in the evaluation process. Before submitting, ensure all necessary approvals are in place for a smoother review.

The AF 910 form is a critical document used in the Air Force to assess enlisted members' performance. It serves multiple purposes, including documenting duty performance history and other important evaluations. There are several other forms and documents that complement the AF 910 form in the performance evaluation process. Below is a list of commonly associated documents.

• AF Form 910A: This form is an attachment to the AF 910 and allows the rater to provide additional comments regarding the ratee's performance. It is useful for providing more detailed insights that complement the primary assessment.
• AF Form 623: This document acts as a record of training and is crucial for tracking an Airman's progress through various training programs. It helps ensure that personnel meet their career development goals.
• AF Form 341: This form serves as an evaluation tool for individual job performance and is particularly useful for documenting commendable performance or violations of standards, aiding in maintaining discipline.
• AF Form 418: The Corrective Discipline Notice helps document instances of unsatisfactory performance, setting forth specific goals and timelines for improvement, which may be referenced during future evaluations.
• AF Form 590: This is a "Master Fitness Trainer" application form and is often related to evaluations concerning physical fitness requirements, which are essential for overall military readiness.
• AF Form 1266: The Air National Guard's "Recommended Assignment for Airman" form is used to propose assignments that align with an individual’s career aspirations and skills, offering guidance during evaluation discussions.
• AF Form 709: The Enlisted Evaluation Report form is employed to assess performance for ranks above TSgt, making it vital for promotion considerations in the enlisted ranks.
• AF Form 2656: This form, the "Data Verification Record," allows the ratee to verify or correct any personal data before it is included in official performance records, ensuring accuracy in documentation.
• AFI 36-2406: This instruction provides guidance on performance evaluations, detailing the policies and procedures that govern the completion of the AF 910 form and other related documents.

Understanding these forms can significantly streamline the evaluation process and guarantee accurate documentation. Each plays a unique role in ensuring fair and thorough performance assessments, which are vital for career progression in the Air Force.

• AF Form 911 (Senior Enlisted Performance Report): Like the AF 910, the AF 911 serves to document the performance of enlisted members but is specifically for those in higher ranks beyond Technical Sergeant. Both forms assess job performance and leadership qualities, detailing strengths and areas for improvement.
• AF Form 62 (Enlisted Promotion Recommendation): The AF 62 is used for recommending promotions, similar to how the AF 910 impacts promotion eligibility based on performance. Both forms help supervisors evaluate readiness for advancement.
• AF Form 1206 (Nomination for Award): This form documents an individual’s accomplishments for awards. Much like the AF 910, which assesses effective performance, the 1206 captures significant achievements and contributions made by a service member.
• AF Form 385 (Major Accident Report): The AF 385 is utilized to document major incidents affecting personnel. While the AF 910 focuses on overall performance, both forms may contribute to understanding an individual’s capacity to handle pressure and challenges responsibly.
• AF Form 216 (Air Force Assignment Questionnaire): This document collects information about a member’s preferences and qualifications for assignments. The AF 910 influences assignment selections based on performance history, showcasing the importance of documentation in personnel decisions.
• AF Form 942 (Record of Enlisted Performance Counseling): The AF 942 is designed to capture performance counseling sessions. Similar to the AF 910, which reflects performance assessments, this form ensures ongoing feedback and professional development are documented.
• AF Form 473 (Airman’s Record of Performance Evaluation): While the AF 910 reviews performance specifically for enlistment levels, the AF 473 summarises overall performance evaluations. Both documents help create a comprehensive picture of an individual's career trajectory and readiness for future roles.

When filling out the AF 910 form, it's essential to follow certain guidelines to ensure a smooth and efficient process. Here’s a list of important dos and don'ts to keep in mind.

• DO verify all personal information for accuracy, including name, SSN, and rank.
• DO provide a clear and concise job description, outlining key duties and responsibilities.
• DO assess performance using specific examples, highlighting achievements and areas for improvement.
• DO maintain professionalism throughout the comments section, focusing on constructive feedback.
• DO ensure all sections are completed, as missing information can delay processing.

• DON'T use jargon or overly complex language; keep it simple and understandable.
• DON'T leave any sections blank unless explicitly stated; all required fields should be filled.
• DON'T exaggerate accomplishments; honesty is crucial in evaluations.
• DON'T neglect to review the form before submission; a second look can catch errors.
• DON'T forget to sign and date the form; this step is mandatory for validation.

By following these guidelines, the AF 910 can be completed accurately, ensuring that evaluations are fair and representative of the individual’s performance.

The AF 910 form, also known as the Enlisted Performance Report, is essential in documenting an enlisted member's effectiveness and performance. However, several misconceptions exist about this form that can lead to misunderstandings. Below are four common misconceptions along with clarifications.

• Misconception 1: The AF 910 form is only relevant for promotion purposes.

This form serves multiple purposes, including documenting duty performance history, school assignments, reenlistment, and separation processes. It's not solely about promotions; it plays a significant role in a variety of personnel decisions.

• Misconception 2: Completing the AF 910 is optional.

While the disclosure of the Social Security Number (SSN) is voluntary, completing the AF 910 form is not. It is a mandatory requirement for tracking performance evaluations within the Department of Defense.

• Misconception 3: Only superior officers evaluate performance on the AF 910.

Performance evaluations on the AF 910 may involve input from various ranks, not just from top-ranking officers. Peer reviews and comments may also be considered, depending on the context of the evaluation.

• Misconception 4: The AF 910 is only concerned with task completion.

While task knowledge and proficiency are important, the AF 910 also emphasizes qualities such as initiative, leadership, and adherence to Air Force Core Values. It looks at the holistic performance and contributions of the individual.

When completing and utilizing the AF 910 form, keep these key points in mind:

• Purpose: The AF 910 form is designed to document an enlisted member’s effectiveness and duty performance history which impacts employment decisions like promotion and assignments.
• Privacy Act: This form contains sensitive information, including Social Security Numbers, and is governed by the Privacy Act of 1974. Safeguard all personal data appropriately.
• Voluntary Disclosure: While providing a Social Security Number is voluntary, failure to do so may delay processing or hinder identification.
• Identification Data: Ensure accuracy by referring to the AFI 36-2406 guidance for completing sections related to the ratee’s personal and organizational information.
• Performance Assessment: The form requires specific assessments of performance in primary duties, leadership qualities, and how well the Airman upholds core values.
• Overall Evaluation: The final performance assessment summarizes the ratee’s performance throughout the reporting period. Use clear and objective criteria to ensure fairness.
• Rater and Additional Rater Comments: While comments are optional unless required for referrals, providing constructive feedback can enhance the evaluation's effectiveness.