STAFF-IN-CONFIDENCE (after first entry)

/ AUSTRALIAN AIR FORCE CADETS
3 WING HEADQUARTERS /

OFFICER / INSTRUCTOR

PERFORMANCE APPRAISAL REPORT

The purpose of this Officer/Instructor Performance Appraisal Report (OIPAR) is to provide a cumulative assessment of an adult member of the Australian Air Force Cadets (AAFC) on current performance as well as on potential for future promotion within the AAFC.

Each adult member is to undergo a performance appraisal at least once each calendar year with respect to the member’s Squadron/Flight training requirements. Another appraisal can be made with respect to the member’s performance at camp during continuous training in accordance with Wing policy. The Squadron/Flight training appraisal is conducted in accordance with Volume 2, Part 1, Chapter 1 of the AAFC Manual of Management.

Section One provides standard personal information on the assessed member and identifies the OIPAR document.

Section Two, Three and Fouris to be completed after discussion or a counselling session by the member’s supervisor who has observed the member’s work performance during the reporting period. Section 2 and 3 appraises the member’s current performance based on the listed criteria over the preceding 10 months (minimum of six months), or a short term appointment in the case of a camp report. Section Four appraises the assessed member’s potential for future promotion and should only be completed if the member has been appraised as ‘satisfactory’ or better. Section 4 is not completed if current performance is considered ‘Below Normal but Satisfactory’.

Section Five provides an overall appraisal consistent with the Criteria Definitions and Appraisal Guide and is based on the results in Sections 2, 3 and 4. It records the fact that the assessing member(s) has discussed fully Sections 2-4 of the report with the member being appraised. Disagreements, if unresolved, are to be referred to the Reviewing Officer, who will be an AAFC Officer holding a command position (eg CO, FLTCDR, DETCDR) or HQ Executive position. COs are to be assessed by their Regional XO and may seek a review by the OC. The assessor for Sections 2, 3 and 4 may be the same person but not the Reviewing Officer.

SECTION 1 - DETAILS OF MEMBER APPRAISED

(AAFC)
Number / Rank / Initials(s) / Surname
Squadron / Camp * / Date From / Date To
Appointment Duration
Reporting Period
Month/Year From - To / Date of Effect of last Promotion
(Month/Year)

(* Type of camp eg 1/95 SNCO, GST etc)

SECTION 2 – CURRENT PERFORMANCE

Following discussion simply mark one word picture in each group which applies best.

Knowledge and Application / Satisfactory / Displayed serious deficiencies / Consistently excellent / Slightly less than satisfactory / Very good and outstanding in some respects
Obligatory Attendance / Meets minimum SQNTRG and minimum CTRG requirements / Meets minimum SQNTRG but not CTRG / Does not meet minimum SQNTRG and minimum CTRG requirements / Exceeds minimum SQNTRG and minimum CTRG requirements / Exceeds minimum SQNTRG but does not meet minimum CTRG
Extra Curricular Attendance / Never attends extra activities / Attends less than 50% of extra activities / Attends over 50% extra activities / Always attends extra activities (>75%) / Occasionally attends extra activities (50%)
Demonstrated Work Capacity / Meets normal requirements / Exceptionally high / Below expectations / Very good / Poor
Resourcefulness / Rarely displayed any / Sufficient and coped well in routine situations / Very good and coped well in non-routine situations / Highly in nearly all situations / Sometimes lacking
Proficiency in Current Duties / Achieved satisfactory results with normal or close supervision / Results often unacceptable / Achieved very good results without supervision / Achieved good results with little or no supervision / Achieved good results with normal supervision
Dress and Bearing / Usually neat and smart / Often untidy / Always outstanding / Always neat and smart / Sometimes untidy
Development of Subordinates Abilities / Satisfactory sometimes very effective / Made few attempts / Negligible or often forgets / Always constant and effective / Satisfactory
Control of Subordinates / Limited success / Successful / Satisfactory / Sometimes ineffective / Exceptional
Understanding of Aims and Priorities / Understands and performs very well / Displays no real understanding or ability / Exceptional / Understands and performs to a satisfactory level / Displays minimal understanding and ability

SECTION 3 – CURRENT PERFORMANCE IN SOCIETAL AND LEGAL RESPONSIBILITIES

Displayed knowledge of the following responsibilities by discussion with the Assessing member

Equity and Diversity / Satisfactory / Displayed serious deficiencies / Consistently excellent / Slightly less than satisfactory / Very good and outstanding in some respects
Work Health and Safety / Displayed serious deficiencies / Satisfactory / Consistently excellent / Very good and outstanding in some respects / Slightly less than satisfactory
Legal Issues / Very good and outstanding in some respects / Consistently excellent / Satisfactory / Displayed serious deficiencies / Slightly less than satisfactory
Adolescent Behaviour and Learning / Displayed serious deficiencies / Very good and outstanding in some respects / Slightly less than satisfactory / Consistently excellent / Satisfactory
Behavioural Management / Satisfactory / Consistently excellent / Slightly less than satisfactory / Very good and outstanding in some respects / Displayed serious deficiencies
Code of Conduct / Slightly less than satisfactory / Satisfactory / Very good and outstanding in some respects / Displayed serious deficiencies / Consistently excellent

Applied knowledge of the following responsibilities by practicing the correct procedures

Equity and Diversity / Meets normal requirements / Exceptionally high / Below expectations / Very good / Poor
Work Health and Safety / Exceptionally high / Meets normal requirements / Poor / Below expectations / Very good
Legal Issues / Below expectations / Very good / Meets normal requirements / Exceptionally high / Poor
Adolescent Behaviour and Learning / Exceptionally high / Poor / Below expectations / Very good / Meets normal requirements
Behavioural Management / Meets normal requirements / Below expectations / Very good / Exceptionally high / Poor
Code of Conduct / Poor / Meets normal requirements / Very good / Below expectations / Exceptionally high

SECTION 4 – POTENTIAL FOR FUTURE PROMOTION

Following discussion simply mark one word picture in each group which applies best.

Acceptance of Responsibility / Unwilling and unable / Willing but unable / Willing and able / Well prepared and able / Unwilling and able
Judgement and commonsense / Very good / Good, handled most tasks and situations well / Always outstanding / Displayed very limited ability / Adequate for most tasks and situations
Decisiveness / Displayed initiative and foresight most times / Lacked initiative and foresight / Displayed initiative and foresight frequently / Always showed very good initiative and foresight / Displayed limited initiative and foresight
Communication / Very good – identifies issues quickly / Good – communicates adequately / Sometimes not clear / Always clear and concise / Often not clear
Analysis of a problem / Showed some weaknesses / Average ability – requires more practice / Outstanding / Displayed serious weaknesses / Very good – thinks matter through logically
Ambition / Understands and knows value of raising profile / No real understanding. Very little done to raise profile / Understands fully. Has raised profile / Little understanding of role and need for profile / Understands and has made effort to raise profile
Respect of subordinates / Highly respected / Often failed to earn respect / Sometimes failed to earn sufficient respect / Well respected / Adequately respected
Overall leadership potential / Outstanding / Fully effective and above average / Satisfactory / Limited / None

SECTION 5 - OVERALL APPRAISAL

I consider the member’s AAFC performance to be:

UNSATISFACTORY

BELOW NORMAL BUT SATISFACTORY

NORMAL AND SATISFACTORY

FULLY EFFECTIVE AND ABOVE NORMAL

OUTSTANDING

Attach Amplifying Comments (eg areas identified for improvement etc.) if necessary to this report.

Attached

Nothing Attached

Assessing Member

I have discussed the contents of this appraisal report with the member concerned on the date indicated.

(AAFC)
Number / Rank / Initials(s) / Surname
Supervisory relationship to the Assessed Member (eg CO, FLTCDR, DETCDR)
Signature / Date

Assessed Member

I have received a copy of this Appraisal Report and have discussed the contents as shown.

(AAFC)
Number / Rank / Initials(s) / Surname
Signature / Date

Reviewing Officer (* Delete where inapplicable)

I *agree / disagree with this appraisal report. Attach reasons in support if disagreed.

(AAFC)
Number / Rank / Initials(s) / Surname / Appointment
Signature / Date

Overall Assessment Levels

1.Unsatisfactory

Ability and/or performance of the member was unacceptable. Despite counselling and adequate opportunities to improve, the member either did not display sufficient endeavour to improve or was not capable of improving. This assessment is in context to their current rank and functions within the AAFC. The member has fallen short of what is considered to be the minimum acceptable standard for the rank held and functions performed. The member would need to show cause why his/her appointment to the AAFC should not be renewed or not be terminated, as the case may be. Amplifying comments and specific examples are to be included in a narrative or on separate correspondence.

(Section 2 and 3 completion only)

Refer to attached

  1. Below Normal but Satisfactory

Ability and performance of the member is acceptable but no more. The member barely meets most of the criteria for reappointment. After counselling, the member took appropriate steps to improve his/her performance. However, he/she still fell just short of meeting the normal requirements for a member holding his/her rank/appointment. The member will need to continue to work in the areas identified during the next reporting period to avoid possible downgrading of their assessment.

(Section 2 and 3 completion only)

3.Normal and Satisfactory Performance

A good level of performance is achieved by the member most of the time. While there may have been a few shortcomings, they were mainly incidental and of no great significance to the member’s overall performance and ability. Member would probably benefit from guidance and instruction rather than remedial counselling. This assessment does not normally indicate the member is ready for higher rank as performance at this level is as expected of a member holding his/her rank or appointment.

(Section 2 and 3 completion, maybe Section 4)

4.Fully Effective and Above Normal Performance

The member has demonstrated a high level of ability in most or all criteria. Often exceeded requirements when provided with the opportunity. Remedial counselling was never contemplated in any area. Member is, or will shortly be, suitable and ready for higher rank. Above average performance and ability and effective at all criteria.

(Section 2, 3 and 4 completion)

5.Outstanding Performance

A consistent and excellent level of performance by the member. This member’s performance and ability provided an exemplary role to his/her peers. He/she invariablely exceeded requirements in all aspects and could not be expected to improve at his/her current rank/appointment. This member is ready for promotion. Amplifying comments and specific examples are to be included in a narrative or separate correspondence on the member’s achievements.

(Section 2, 3 and 4 completion)

CRITERIA DEFINITIONS AND APPRAISAL GUIDE

STAFF-IN-CONFIDENCE(after first entry)

STAFF-IN-CONFIDENCE (after first entry)

Part Two

Knowledge & Application

This assesses the degree of Service Knowledge, policies, administrative procedures and training material relevant to the RAAF and the AAFC, and the ability of the member to apply this knowledge practically in day-to-day matters.

Obligatory Attendance

This is defined in terms of attending 75% of regular weekly parades and an acceptable number of days in camp. Where the member applies to attend a camp but is not utilised subsequently by HQ, he/she will be considered as having met the minimum standard for the purposes of this appraisal. This assessment category has no relevance to the payment or otherwise of any allowance. A member who makes him/herself available to HQ for camp but subsequently advises HQ that he/she is unable to attend a camp period does not satisfy the criteria of having met the minimum requirement.

Extra Curricular Attendance

This takes account of all activities planned by a Squadron which do not fall within the regular weekly parade definition. It applies to Squadron bivouacs, visits, ceremonial parades etc. Quantitative benchmarks of 50% and 75% attendance rates are used.

Demonstrated Work Capacity

This assesses the level of willingness to apply him/herself in an energetic but controlled manner to any task and the subsequent quantity and quality of work produced from that effort.

Resourcefulness

This assesses the degree of creative and lateral thinking in response to new or changing situations and the level of innovation when confronted with limited resources.

Proficiency in Current Duties

This assesses the degree to which the member can be expected to act correctly given various levels of supervision (from close to none) in context to her/his duties and functions.

Dress and Bearing

This assesses the degree of military bearing, general grooming and appearance.

Development of Subordinates Abilities

This assesses the desire and ability to improve job related knowledge and skills of subordinates to appropriate levels in adult members. It includes awareness of, and ability to fulfil, the AAFC aim of developing personal skills and abilities in cadets.

Control of Subordinates

This assesses the ability to achieve results by inspiring, leading, commanding and directing subordinates while at the same time fostering morale and motivation.

Understanding of Aims and Priorities

This assesses the ability to understand the aims and intentions of superiors and of the AAFC; ability to allocate effort to different activities according to priorities either stated by others or self-determined and the extent to which guidance is needed to keep the member’s activities relevant to the aims of the AAFC according to set priorities.

Part Four

Acceptance of Responsibility

This assesses the degree of willingness to assume responsibilities associated with the rank, position or task including the ability to act independently within the scope of competence and authority.

Judgement and Commonsense

This assesses discernment, good practical sense, ability to base decisions and advice on full and correct application of factors involved.

Decisiveness

While aware that decisions made on incomplete information involve risk, this assesses the degree to which the member is prepared to make a decision when required.

Communication

This assessment relates more to oral communication. It is the ability to present a case or argument, to persuade or convince, to instruct or order and an ability to speak in public forums.

Analysis of a Problem

This assesses the ability to discern the elements of a problem or situation, identify thepossible solutions and foresee the possible consequences.

Ambition

This assesses the degree of understanding and willingness to accept the added responsibilities at the next rank; degree of initiative taken in completing assignments effectively and efficiently to enhance promotion prospects; ie raising individual’s profile as to their competence and proficiency for higher rank.

Respect of Subordinates

This assesses the degree to which the member has earned respect from his/her subordinates.

Overall Leadership Potential

This assesses the capacity to lead a group of peers or subordinates by example particularly during adverse circumstances; the ability to inspire and develop others to achieve the aims of the AAFC.

STAFF-IN-CONFIDENCE(after first entry)