Study guide
6.1 The Airman Comprehensive Assessment
Air Force PFE Promotion Fitness Examination
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1 Introduction & Exam Overview
1.1 PFE Exam Facts & Format 1.2 The WAPS Scoring System 1.3 The Tested AFH 1 Chapters & Study Strategy
2 Professionalism (AFH 1, Chapter 1)
2.1 The USAF Professional & the Profession of Arms 2.2 The Air Force Core Values & Their Virtues 2.3 Ethical Standards & the Airman's Creed
3 Military Organization & Command (AFH 1, Chapter 5)
3.1 The United States Armed Forces 3.2 The Military Departments & Services 3.3 Military Command Structure & Combatant Commands 3.4 The Air Force Total Force 3.5 Air Force Organizational Structure
4 Enlisted Force Development I (AFH 1, Chapter 7A–7D)
4.1 Leadership Levels 4.2 The Enlisted Force Structure & Tiers 4.3 Duty Titles & Special Positions 4.4 Force Development & the Competency Framework
5 Enlisted Force Development II (AFH 1, Chapter 7E–7H)
5.1 Training Responsibilities & Upgrade Training 5.2 Professional Military Education 5.3 The Community College of the Air Force 5.4 Continuing Education & Voluntary Programs
6 Assessments & Recognition (AFH 1, Chapter 8)
6.1 The Airman Comprehensive Assessment 6.2 Performance Evaluations & the EPB 6.3 Reenlistments, Retention & Continuation 6.4 Awards & Decorations
7 Enlisted Promotions (AFH 1, Chapter 9)
7.1 Promotion Systems & Programs 7.2 Promotion Cycles & Eligibility 7.3 Preparation & Individual Responsibilities 7.4 Promotion Testing & Test Control 7.5 Evaluation Boards & Central Selection
8 Personnel Programs & Benefits (AFH 1, Chapter 11)
8.1 Benefits & Services 8.2 Leave & Authorized Absences 8.3 Military Associations & Civilian Programs
9 Finance, Manpower & Resources (AFH 1, Chapter 12)
9.1 Individual Finances & Allowances 9.2 Official Travel Expenses & Allowances 9.3 Manpower Management 9.4 Resource Management & Stewardship 9.5 Environmental Commitment
10 Developing Organizations (AFH 1, Chapter 13)
10.1 Strategic Thinking & Results Focus 10.2 Resources & Organizational Structure 10.3 Change Management & Problem Solving
11 Developing Others (AFH 1, Chapter 14)
11.1 Teamwork & Team Dynamics 11.2 Develops People: Mentoring, Coaching & Feedback 11.3 Service Mindset & Fostering Effective Relationships 11.4 Leadership: Styles, Power & Influence
12 Developing Self I (AFH 1, Chapter 15A–15C)
12.1 Accountability & Self-Management 12.2 Military Communication 12.3 Preparing to Communicate
13 Developing Self II (AFH 1, Chapter 15D–15F)
13.1 Written Communication 13.2 Spoken Communication 13.3 Electronic Messaging
14 Developing Ideas (AFH 1, Chapter 16)
14.1 What We Know: Priorities & Innovation 14.2 Cognitive Processes & Critical Thinking 14.3 Informed Decision-Making 14.4 What We Don't Know: Uncertainty & Assumptions
15 Emergency Management (AFH 1, Chapter 17)
15.1 Air Force Emergency Management, Disasters & Hazards 15.2 Preparedness, MOPP & Individual Protection 15.3 Crisis Response & Recovery 15.4 Department of the Air Force Mishap Prevention 15.5 Risk Management
16 Security (AFH 1, Chapter 18)
16.1 Integrated Defense & Force Protection Conditions 16.2 Operations Security (OPSEC) 16.3 Information Protection & Classification 16.4 Information Access, Cybersecurity & Mobility 16.5 Antiterrorism
17 Standards of Conduct (AFH 1, Chapter 19)
17.1 A Way of Life: Oaths, Standards & Off-Duty Conduct 17.2 The Law of War 17.3 The Code of Conduct
18 Enforcing Military Standards (AFH 1, Chapter 20)
18.1 The Air Force Inspection System 18.2 Individual Accountability & Corrective Action 18.3 Appropriate Working Relationships & Fraternization 18.4 Addressing Misconduct & Prohibited Behavior
19 Fitness & Readiness (AFH 1, Chapter 22)
19.1 USAF Fitness & Comprehensive Airman Fitness 19.2 The Official Fitness Assessment 19.3 Nutrition & Performance 19.4 Substance Use, Abuse & Treatment Programs 19.5 Readiness State of Mind & Resilience
20 Military Customs & Courtesies (AFH 1, Chapter 24)
20.1 Honored Traditions: Saluting, Titles & Reporting 20.2 Respect for the Flag 20.3 Respect for Individuals 20.4 Ceremonies & Events 20.5 Drill & Formation 20.6 Preserving Our Heritage
21 SJT Format & Competencies
21.1 SJT Format & Mechanics 21.2 Airman Leadership Qualities (ALQs) 21.3 Foundational Competencies & Behaviors
22 SJT Reasoning, Scenarios & Traps
22.1 SJT Reasoning Strategies 22.2 Sample SJT Scenarios 22.3 SJT Traps & Best Practices
6.1 The Airman Comprehensive Assessment
Key Takeaways Explain This Topic AI
Initial performance feedback assessment sessions must be conducted within the first 60 days of when supervision begins.
The three Airman Comprehensive Assessment worksheets are AF Form 724 (2Lt–Col), AF Form 931 (AB–TSgt), and AF Form 932 (MSgt–CMSgt).
The military personnel flight provides a computer-generated feedback notice within 30 days of when supervision begins, but failure to receive a notice does not justify failing to hold a required session.
For AB, Amn, or A1C with less than 20 months of Total Active Federal Military Service, a mid-term session is conducted every 180 days after the initial feedback.
Ratees may request feedback as long as 60 days have passed since the last session, and for Chief Master Sergeants and colonels the initial feedback is the only feedback required.
Last updated: August 2026
What the Performance Feedback Assessment Is
AFH 1 defines it as "a formal two-way communication between a rater and ratee to discuss standards, responsibilities, expectations, and goals." Raters document the session to assess or discuss objectives, standards, behavior, and performance with the ratee.
The stated design purpose is threefold:
- Increase Airmen interaction and support at all levels
- Provide Airmen an opportunity to discuss personal and professional goals
- Assist Airmen in achieving those goals
One administrative duty is easy to overlook and appears on items: during feedback sessions, raters will provide the ratee information on Air Force benefits by referring them to the MyAirForceBenefits website .
After completion, the rater gives the original, completed, and signed worksheet to the ratee and maintains copies of all completed assessments and signed notices (RegAF only).
Who Is Responsible
Role Responsibility
Unit commanders Develop a tracking mechanism for performance feedback assessments and ensure they are conducted properly
Raters' raters / reviewing officials Monitor personnel to ensure sessions are conducted as required
Raters' rater (acting) Conducts the session in place of the rater when a lower-level rater is unavailable due to unusual circumstances, or when officially assuming the subordinate rater's responsibilities
Ratees Responsible for knowing when their sessions are due ; must notify the rater — and if necessary the rater's rater — when a required or requested session does not take place
The ratee-responsibility rule is heavily tested because it runs against intuition: the ratee, not the rater, is responsible for knowing when feedback is due.
Who Must Receive Feedback
Performance feedback assessments are mandatory for officers up through the grade of Colonel and for all enlisted RegAF and Air Reserve Component personnel .
Exception: for student officers receiving a DAF Form 475, Education/Training Report , or for enlisted personnel in initial or advanced skills training , a feedback assessment is not required but may be given at the discretion of school leadership . For non-rated initial or advanced skills training students, documented academic progress reports such as the AETC Form 156, Student Training Report , serve in lieu of the mandatory mid-term feedback .
The mid-term performance feedback assessment is a mandatory supporting document routed with the performance evaluation, but it will not be made a matter of official record.
How to Conduct the Session
AFH 1's guidance is specific and quotable. Raters should be impartial and provide honest, realistic feedback . The private, face-to-face session is an opportunity to:
- Inform the individual where they need improvement
- Determine if the individual needs more information
- Set future expectations
- Let the ratee know what needs to be done before the evaluation performance report is due
Feedback, whether positive or negative, needs to be specific. Specific positive comments reinforce the behavior ; specific negative comments focus attention where the ratee needs improvement .
The delivery-method rule is a favorite item. AFH 1 permits video conferencing as part of the face-to-face expectation, but states that raters may only conduct sessions by telephone in unusual circumstances where face-to-face sessions are impractical. Telephone is the exception, not an equal option.
The Three Worksheets
- Form Grades covered
- AF Form 724, Airman Comprehensive Assessment Worksheet 2Lt through Col
- AF Form 931, Airman Comprehensive Assessment Worksheet AB through TSgt
- AF Form 932, Airman Comprehensive Assessment Worksheet MSgt through CMSgt
The enlisted split is at the NCO/SNCO tier boundary — 931 stops at TSgt and 932 begins at MSgt. Memorize the pair by number: 931 = junior enlisted and NCO; 932 = SNCO.
In addition to the AF Form 724, raters are required to use the AF Form 724-A, Airman Comprehensive Assessment Addendum, for officers . It is optional for raters to use the 724-A for SNCOs as an informal guiding document to supplement the feedback.
Who Fills Out What
AFH 1 is precise about which sections the ratee completes:
- The ratee completes Section III on their own
- The ratee reviews Section IX (AB through TSgt) or Section VIII (MSgt through CMSgt) prior to the session
- The areas following Section III are completed by the rater
Note the section-number swap between the two enlisted worksheets: IX for AB–TSgt, VIII for MSgt–CMSgt .
The Timeline — the Highest-Yield Content in Section 8A
Event Timing
Computer-generated feedback notice from the military personnel flight Within 30 days of when supervision begins, and again halfway between the start of supervision and the projected report close-out date
Initial feedback session Within the first 60 days of when supervision begins. This is the ratee's only initial feedback until there is a change of reporting official
- Mid-term session Midway between the date supervision begins and the next evaluation projected close-out date
- End-of-reporting-period session Within 60 days after the evaluation has been accomplished
- Ratee-requested feedback Permitted as long as 60 days have passed since the last session
- Chief Master Sergeants and colonels The initial feedback is the only feedback required
Annual evaluation due with less than 150 days of supervision Rater conducts feedback approximately 60 days before the projected close-out date
AB, Amn, or A1C with less than 20 months TAFMS After initial feedback, a mid-term session every 180 days until the rater writes a report or a change of reporting official occurs
Two cautions:
The notice is a courtesy, not a trigger. AFH 1 states that "failure to receive a performance feedback assessment notice does not justify failing to hold a required session ." The Air National Guard has no automated notice process and may use an alternate form of communication.
30 versus 60. The notice comes within 30 days ; the initial session must occur within 60 days . Items routinely swap these.
For Lieutenant through Captain only , if an evaluation is due to a change of reporting official, the new rater does initial feedback, which may be accomplished using the worksheet, but documentation is not required.