Fillable Airman Comprehensive Assessment Worksheet (Page 2 of 2) in pdf

VII. FOLLOWERSHIP/LEADERSHIP

1. Resource utilization (e.g., time management,

Improperly or inconsistently

Made good use of available time

Sought better ways to more

Sought after utilization expert in saving

equipment, manpower and budget):

effectively utilize time and other

time, equipment, manpower, and

managed time and other resources

and other resources within Airman’s

Consider how effectively the Airman utilizes

resources (some Airmen)

budget with impact outside of work

(few Airmen)

control (majority of Airmen)

center or unit (very few Airmen)

resources to accomplish the mission

2. Comply with/enforce standards:

Failed to meet some or all

Consistently met all standards,

Exceeded all standards of fitness,

Is the model Airman, raised the

Consider personal adherence and

conduct, appearance and behavior;

standard in all areas for others to

standards (few Airmen)

exceeded some

enforcement of fitness standards, dress

influenced others by example

emulate; coached others

(majority of Airmen)

(some Airmen)

(few Airmen)

and personal appearance, customs and

courtesies, and professional conduct

3. Communication skills: Describes how well

Not articulate; does not assimilate

Able to convey most information

Clearly conveyed complex

Remarkable communicator; mentor

the Airman receives and relays information,

information in a concise manner;

and teacher; has the presence and

or convey information in a clear

in an understandable manner;

thoughts, and ideas up and down the chain

improved communication skills in

confidence in any setting; sought

and concise manner

makes some effort to improve

of command (includes listening, reading,

themselves and others; encouraged

out by leaders for various

(few Airmen)

communication skills

and considered others’ input

communication forums

speaking, and writing skills); fosters an

(majority of Airmen)

(some Airmen)

(very few Airmen)

environment for open dialogue

4. Caring, respectful and dignified environment

Airman displayed little to no respect

Fostered a dignified environment

Displayed strong interpersonal

Unmatched interpersonal skills;

(teamwork): Rate how well the Airman’s

skills by proactively meeting others’

always displayed exemplary conduct

for others and/or themselves

by consistently treating Airmen

selfless consideration and expectation of others

needs, held others accountable for

and behavior with actions that are

(few Airmen)

and themselves with respect

and value of diversity, set the stage for an

professional conduct to enhance

tone-setting, resulting in measurable

(majority of Airmen)

a dignified environment

increases in teamwork and unit

environment of dignity and respect, to include

(some Airmen)

effectiveness (very few Airmen)

promoting a healthy organizational climate

5. COMMENTS

VIII. WHOLE AIRMAN CONCEPT

1. Air Force Core Values: Consider how

Airman failed to adhere to the

Consistently demonstrated the

Embodiment of Integrity, Service

Airman for others to emulate;

well the Airman adopts, internalizes and

Before Self, and Excellence;

personal conduct exudes Air Force

Air Force Core Values

Air Force Core Values, both on

demonstrates our Air Force Core Values

encouraged others to uphold

Core Values; influential leader who

(few Airmen)

and off duty (majority of Airmen)

Air Force Core Values

inspired other to embody Core Values

of Integrity First, Service Before Self,

(some Airmen)

(very few Airmen)

and Excellence in All We Do

2. Personal and Professional development:

Made little to no effort to complete

Established goals and progressed

Driven Airman; exceeded both

Relentlessly pursued personal and

Consider the amount of effort the Airman

professional and personal

professional development of

expected professional and/or

to meet those goals for professional

development goals with positive

themselves and others; efforts

personal development

and/or personal development

devoted to improve themselves and their

impact on individual performance

resulted in significant positive impact

(few Airmen)

(majority of Airmen)

work center/unit through education and

or mission accomplishment

to unit and/or Air Force

involvement

(some Airmen)

(few Airmen)

3. Esprit de corps and community relations:

Made little to no effort to promote

Fostered esprit de corps through

Active participant; organized and

Epitomizes an Air Force ambassador;

occasionally led team building and

Airman consistently and selflessly

Consider how well Airman promotes

esprit de corps or community

volunteerism and actively involved

community events (some Airmen)

led efforts that inspired esprit de

involvement

in base and community events

camaraderie, embraces esprit de corps,

corps with significant impact to the

(few Airmen)

(majority of Airmen)

and acts as an Air Force ambassador

mission and community (few Airmen)

4. COMMENTS

IX. KNOWING YOUR AIRMAN (To be discussed by Ratee and Rater during feedback session)

1. How do you think you are performing in the unit? How can your unit help you perform better?

2. What are some of your goals for self-improvement? (Goals should be SMART – Specific, Measurable, Attainable, Realistic, and Time-bound).

2a. Do you have personal (family, financial, fitness, etc.) goals? Would you like to discuss?

2b. What are your professional (assignments, academic, professional, etc.) goals (i.e., CCAF, BA, SNCOA completion, special duties, etc.)?

3. Do you have stressors in your life? If so, what are you goals for reducing them? How can we help?

4. Do you have Wingmen? Do you have at least one mentor?

5. How would you rate yourself as a Wingman and a mentor? Can you provide some specific examples?

6. Would you like to offer any suggestions/feedback? (e.g., unit improvements, safety, productivity enhancements, existing programs, living conditions)

7. Expectations for unit and Ratee (Areas for improvement, strengths and weaknesses; recommendations for improvement).

NOTE: This information is to enhance open communication; the rater will not utilize or document any areas discussed in Section III or IX when preparing

evaluations (Ref: AFI 36-2406).

RATEE SIGNATURE

RATER SIGNATURE

DATE

AF FORM 931, 20140701

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