Fill Out Your Af 931 Form

What is the AF 931 form used for?

The AF 931 form, or Airman Comprehensive Assessment Worksheet, is designed to document the effectiveness and duty performance history of airmen from the rank of Airman Basic to Technical Sergeant. This form helps provide a structured method for evaluating an airman’s self-assessment, performance in duties, and overall readiness within the Air Force framework.

Who is required to fill out the AF 931 form?

The AF 931 form must be completed by both the ratee (the airman being assessed) and the rater (the supervising officer). The ratee provides a self-assessment, while the rater evaluates the airman’s performance in key areas relevant to their role and responsibilities.

What information is needed to complete the AF 931 form?

Essential information includes the airman’s name, rank, unit, type of assessment (initial, mid-term, or follow-up), and scores or feedback concerning their understanding of specific responsibilities and expectations. The rater will complete sections evaluating aspects such as performance, leadership, and training of others.

Is it mandatory to fill out the AF 931 form?

Completing the AF 931 form is voluntary but strongly encouraged. It facilitates discussions about performance and helps in developmental feedback. The completed form can be requested as outlined in AFI 36-2406, and it serves as an important tool for personal and professional development within the Air Force.

What factors are assessed on the AF 931 form?

The AF 931 evaluates several key areas, including task knowledge, initiative, skill level progression, duty position requirements, communication skills, and adherence to Air Force core values. Each factor includes specific comments and ratings to provide a comprehensive overview of an airman’s performance.

How does the AF 931 form protect personal information?

The AF 931 form is subject to the Privacy Act, ensuring that personal information is protected. It may be disclosed outside the Department of Defense only under routine uses as authorized by law. Airmen have rights regarding the management and protection of their information under this framework.

Can airmen request a copy of their AF 931 form?

Yes, airmen may request a copy of their completed AF 931 form in accordance with AFI 36-2406. This provision allows airmen to retain a record of their performance assessments for personal reference or future evaluations.

What happens during the feedback session after completing the AF 931 form?

During the feedback session, the ratee and rater discuss the airman’s performance, strengths, and areas for improvement. It is an opportunity for open communication and guidance, allowing the airman to set goals and receive support for their professional development.

How often should the AF 931 form be completed?

The AF 931 form should be filled out regularly according to the assigned assessment type, such as initial, mid-term, or follow-up assessments. The frequency of these evaluations may depend on the airman’s position, the needs of the unit, and specific leadership requirements.

Filling out the AF 931 form can be a straightforward process, yet many individuals encounter pitfalls that can affect the assessment's effectiveness. One common mistake is not clearly stating the names and ranks in the personal information section. It’s vital to ensure all fields are filled out accurately to prevent any future confusion. Omitting critical details can lead to administrative delays, which can impact the evaluation timeline.

Another frequent error is choosing the wrong type of assessment under Section II. Each option has different implications. Choosing "RATER DIRECTED" instead of "SELF-REQUESTED," for example, can suggest a misinterpretation of the evaluation's purpose. It's essential to take a moment to reflect on which category best represents the context of the assessment.

Many people also underestimate the significance of honest self-assessment in Section III. Frequently, individuals might overestimate their understanding and capabilities, opting for "Y" (Yes) when "N" (Need more information) might be more appropriate. This tendency can lead to inflated evaluations and can hinder personal development. Transparency is crucial for genuine growth within the Air Force.

In addition, errors can stem from neglecting to provide concrete examples in the performance section. Simply stating that one "meets expectations" without backing it up with specific instances can undermine the assessment. Detail creates clarity and assists both the rater and ratee in understanding performance more holistically. By highlighting examples of circumstances where the Airman has excelled, the assessment becomes more powerful and actionable.

Another area where mistakes occur is in the "WHOLE AIRMAN CONCEPT" section. Some individuals treat this part as an afterthought, failing to communicate their roles as Air Force ambassadors. Promotingcomradery and taking initiative in community relations are vital components of being an effective team member. Not addressing these elements can paint an incomplete picture of the Airman's contributions.

Lastly, individuals sometimes fail to ask for feedback, especially after completing the self-assessment. Inviting discussion reveals an eagerness to learn and grow and it encourages open communication. This critique should not be viewed as a failure but as an essential step in professional development.

The AF Form 931 is an essential document for evaluating the performance of Airmen within the U.S. Air Force. Alongside the AF 931, several other forms and documents assist in ensuring comprehensive assessments and tracking of an Airman's progress and readiness. Below is a list of common forms that are often used in conjunction with the AF 931.

• AF Form 910: Enlisted Performance Report (EPR) - This form provides a record of an Airman's performance of duties and contributions to the unit. It evaluates the Airman on their leadership abilities, job proficiency, and professional qualities.
• AF Form 1206: Nomination for Award - This document is used to nominate an Airman for awards, highlighting their outstanding achievements and contributions to the Air Force or the community.
• AF Form 560: Student Training Report - This form is utilized to document the performance of Airmen who are undergoing training or education. It provides feedback on their progress and skill acquisition.
• AF Form 174: Record of Individual Behavior - This form documents significant events regarding an Airman’s behavior. It can be used for counseling purposes and to assist in performance evaluations.
• AFI 36-2401: Air Force Discipline and Administrative Actions - This instruction outlines procedures for discipline and administrative actions within the Air Force, providing guidelines on how to handle various personnel situations.
• AF Form 5: USAF Aeronautical Order - This document serves to record an Airman’s aeronautical training and qualifications, ensuring that all certifications are up-to-date and properly documented.
• AF Form 8: Certificate of Aircrew Qualification - This form is critical for documenting qualifications of Airmen in various flying positions. It ensures compliance with regulations regarding flight status.

These forms, when used in conjunction with the AF 931, create a holistic view of an Airman's performance, readiness, and professional development. Together, they ensure that Airmen receive proper assessments that reflect their contribution and growth within the Air Force.

• AF Form 910 (Enlisted Performance Report): The AF Form 910 is similar to the AF 931 in that both documents assess an Airman's performance. However, the AF Form 910 specifically evaluates an Airman’s overall performance for a specific period and is often part of a promotion or retention process, while the AF 931 serves as a comprehensive assessment tool for feedback throughout their career.

• AF Form 724 (Senior Enlisted Performance Report): Like the AF 931, the AF Form 724 evaluates the performance of senior enlisted members. Both forms aim to capture performance and effectiveness over time; however, the AF Form 724 is tailored for higher-ranking enlisted personnel and considers leadership and seniority.

• AF Form 1256 (Incentive Awards): This document shares a common purpose with the AF 931 in recognizing and documenting impactful performance. The AF Form 1256 specifically focuses on awarding personnel for exceptional acts, whereas the AF 931 emphasizes ongoing performance reviews and guidance for future development.

• AF Form 1768 (Staff Summary Sheet): The AF Form 1768 is used for summarizing key information and allows for the inclusion of recommendations, somewhat similar to the narrative comments in the AF 931. However, the AF Form 1768 is more of a procedural document designed for internal records and does not assess individual performance.

When filling out the AF 931 form, it’s important to be mindful of how you present your information. Here are six essential dos and don’ts to keep in mind:

• Do take your time when completing the form. Ensure that you provide thoughtful and accurate responses to each question.
• Don’t rush through the form. Hasty answers may lead to mistakes that could affect your evaluation.
• Do be honest about your self-assessment. This honesty will help you and your rater have a productive feedback session.
• Don’t exaggerate your accomplishments. It’s best to represent your skills and abilities truthfully.
• Do seek clarity if you don’t understand a question. Asking for help can prevent misunderstandings and errors.
• Don’t leave any sections blank unless directed to do so. Each part of the form is designed to gather comprehensive information.

Following these guidelines will help ensure you complete the AF 931 form accurately and effectively, contributing positively to your assessment process.

Misconception 1: The AF 931 form is mandatory for all Airmen.
In reality, completion of the AF 931 is voluntary. Airmen may choose to request a copy when needed.

Misconception 2: The AF 931 form only relates to performance evaluations.
This form is used for a broader purpose, documenting duty performance history and effectiveness over time.

Misconception 3: The information provided on the AF 931 is confidential and cannot be shared.
While there are privacy protections, the information may be disclosed outside the Department of Defense under specific conditions as allowed by law.

Misconception 4: The AF 931 is only applicable to higher-ranked personnel.
It is designed for use from Airman Basic to Technical Sergeant, making it relevant to all ranks.

Misconception 5: Completing the self-assessment section is unnecessary.
Ratees are encouraged to complete this section, which forms part of the feedback dialogue during performance discussions.

Misconception 6: The AF 931 does not contribute to career advancement.
Performance records, including the information documented on the AF 931, may indeed influence promotion opportunities and career progression.

Misconception 7: Only supervisors can access the AF 931.
Ratees can request a copy of their AF 931, ensuring they can review their performance assessments and developmental feedback.

Misconception 8: The AF 931 is only relevant during formal evaluations.
This form should serve as a continuous tool for tracking performance and development, not just during evaluation periods.

Here are key takeaways about filling out and using the AF 931 form:

• The AF 931 form is designed to document an airman’s performance and leadership during their evaluation period.
• Providing personal information like your name, rank, and unit is essential as it helps identify the individual being assessed.
• Understanding the different types of assessments—initial, mid-term, follow-up, ratee requested, and rater directed—is crucial for accuracy in filling out the form.
• Self-assessment requires ratees to evaluate their understanding of essential responsibilities, including ethical behavior and support for their families.
• Accountability and awareness of financial responsibilities are important areas covered in the self-assessment section.
• Feedback discussions should include personal and professional development goals, emphasizing the importance of setting SMART objectives.
• Open communication is key during feedback sessions; both ratee and rater should discuss strengths and areas for improvement.
• Finally, the voluntary disclosure of information must be respected, ensuring that discussions about personal or professional challenges remain confidential.