6.2 Performance Evaluations & the EPB

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

6.2 Performance Evaluations & the EPB

Key Takeaways Explain This Topic AI

A performance statement is a standalone sentence containing two elements: the behavior or action taken, and the impact, results, or outcome of that behavior or action.

Evaluations are Controlled Unclassified Information; classified data is replaced with the words 'Data Masked' rather than entered.

A ratee's signature acknowledges receipt and certifies review for administrative errors — it does not indicate concurrence with the content.

The ratee's grade or projected grade on the static close-out date determines which performance report form applies.

AFI 36-2406, Officer and Enlisted Evaluation Systems, governs evaluation content and formatting; DAF Form 948 is the application for correction or removal of evaluation reports.

Last updated: August 2026

What the Evaluation System Is For

AFH 1 states the design intent: the performance evaluation system "is designed to provide a reliable, long-term, cumulative record of performance and potential." The key aspect is how well the individual does his or her job , and supervisors must help subordinates understand their strengths and weaknesses and how their efforts contribute to the mission .

The Four Objectives

Effectively communicate performance standards and expectations and provide meaningful feedback on how they are being upheld

Provide a reliable, long-term, cumulative record of performance and promotion potential based on that performance

Provide sound information to assist in making talent management decisions

Document in the permanent record any substantiated allegation of a sex-related offense against an Airman, regardless of grade , that results in conviction by court-martial, non-judicial punishment, or other adverse administrative action

Handling and Classification

Evaluations are "Controlled Unclassified Information" forms and must be marked, protected, and accessed accordingly . The office with custodial responsibility determines whether a requestor's official duties require access.

The classification rule is a reliable item. Do not enter classified information in any section of the evaluation, including attachments, referral documents, and endorsements to referral documents . If an entry would release classified information, use the word "Data Masked" in its place. Where the evaluator is assigned to a classified organization or location , enter "Data Masked" for organization nomenclature and nothing more .

Detailed formatting, rater/evaluator, higher level reviewer, senior rater, content, and acronym rules live in AFI 36-2406, Officer and Enlisted Evaluation Systems .

Forms and Briefs

AFH 1 lists the documents used to record performance and potential. These are considered for promotion recommendations, selections or propriety actions, selective continuations, involuntary separations, selective early retirements, assignments, school nominations and selections, and other management decisions.

• Form / product Use
• DAF Form 77 Letter of Evaluation (LOE)
• DAF Form 78 Department of the Air Force General Officer Promotion Recommendation
• DAF Form 475 Education/Training Report (TR)
• DAF Form 709 Promotion Recommendation
• Enlisted ALQ Evaluation in myEval Enlisted Performance Brief (EPB)
• Officer ALQ Evaluation in myEval Officer Performance Brief
• AF Form 715 Officer Performance Brief — offline version, exception to policy required
• AF Form 716 Enlisted Performance Brief — offline version, exception to policy required
• AF Forms 724 / 724-A / 931 / 932 Airman Comprehensive Assessment worksheets and addendum
• DAF Form 948 Application for Correction/Removal of Evaluation Reports

The key modern point for PFE candidates: the enlisted product of record is the Enlisted Performance Brief (EPB) , generated through the Airman Leadership Qualities evaluation in myEval . The AF Form 716 is the offline fallback and requires an exception to policy — an item offering the 716 as the routine enlisted product is wrong.

Which form applies is determined by the ratee's grade or projected grade on the static close-out date .

Responsibilities

Unit commanders ensure supervisors are properly trained and educated on how to write a performance evaluation . They must also conduct a record review of all personnel assigned to or transferred into the command to ensure knowledge of any history of sex-related offenses resulting in court-martial conviction, non-judicial punishment, or other adverse administrative action — so that repeat offenses do not escape the notice of current, subsequent, or higher-level commanders. AFH 1 adds two constraints: the review is conducted by the immediate commander at the lowest unit level , and these responsibilities will not be delegated.

Raters, reviewers, senior raters, and higher level reviewers must consider the contents of Unfavorable Information Files or Personal Information Files when preparing an evaluation, and must assess what the ratee did, how well he or she did it, and the ratee's potential based on that performance throughout the rating period .

Ratees must review evaluations before they become a matter of record — the time to catch typos, spelling errors, and inaccurate data. The signature rule is one of the most commonly missed facts in Chapter 8:

When the ratee signs the evaluation, he or she is not concurring with the content , but rather acknowledging receipt of the completed evaluation and certifying they have reviewed the evaluation for administrative errors .

If the ratee disagrees with comments or ratings, the ratee may file an appeal after the evaluation becomes a matter of record .

Documenting Performance

Include at least one performance statement in each section of the evaluation. AFH 1 defines the structure precisely:

A performance statement is a standalone sentence that must include two elements : (1) the behavior or action taken by an Airman , and (2) the impact, results, or outcome of that behavior or action.

Action plus impact. An item offering three elements, or offering "action, impact, and future potential," is wrong.

Adverse Information

The expectation is fair and equal treatment of all, and enforcement of the same behavior in subordinates . AFH 1 is blunt: "Failure to document misconduct that deviates from the core values of the USAF is a disservice to all Airmen who serve with honor and distinction."

Comments must be specific, outlining the event and any corrective action taken . AFH 1 gives examples on both sides:

• Too vague Valid
• "conduct unbecoming…" "Master Sergeant Smith drove while intoxicated, for which he received an Article 15"

"an error in judgment led to an off-duty incident…" "Captain Jones made improper sexually suggestive and harassing comments to a squadron member, for which he received a Letter of Reprimand"

The eight considerations when assessing misconduct, phrased in AFH 1 as questions:

Impact on the USAF as an institution — did it bring discredit on the USAF?

Impact on, and relationship to, the ratee's duties — did it affect their ability to fulfill assigned duties?

Impact on the USAF mission — did the mission suffer? Was unit morale affected?

Grade, assignment, and experience of the ratee — is the ratee in a sensitive job? Did the ratee know better?

Number of separate violations and frequency — isolated or repeated?

Consequences — did it result in death, injury, or loss of or damage to property?

Other dissimilar acts of misconduct during the period — is a pattern being established?

Unique, unusual, or extenuating circumstances — was it willful and unprovoked, or were there aggravating factors?

Adverse Actions Defined

An adverse action includes reportable civilian offenses or convictions, other than convictions for motor vehicle violations that do not require a court appearance . Convictions required to be reported are:

• Any finding of guilt
• Any plea of guilty
• Any plea of no contest or nolo contendere
• Any plea of guilty in exchange for a deferred prosecution or diversion program
• Any other similar disposition of civilian criminal charges

Complaints of sex-related offenses resulting in court-martial conviction, non-judicial punishment, or adverse administrative action require a mandatory notation on the member's next performance report or training report and promotion recommendation form (if not already documented). If a member has been convicted by court-martial, or if the senior rater decides to file adverse information in the selection record, comments about the behavior are mandatory on the next report — and the evaluation becomes a referral .

Extraordinary cases: raters may request a waiver of the mandatory requirement to document civilian convictions for good cause . The waiver routes from the rater, through any required additional rater and the ratee's commander, to the senior rater , and if endorsed, to the major command commander or authorized final approval authority .