Ensure you’re on PAR

WE ALL enjoy receiving feedback on how well we are doing our job, so it is fitting that we have an annual system for considering and reporting work performance.

If you haven’t started gathering information to feed back to your people through the Performance Appraisal Reporting (PAR) system, then now is the time. The staff of the Airmen Performance Appraisal Cell (APAC) at DPA have some tips to help you produce the best reports for your people.

Preliminary Review of Performance
IT IS vital that each person have at least one PRP raised for them by now. Used properly, the PRP allows assessors the opportunity to formally set and measure success against goals. It also provides people an opportunity to discuss career expectations and aspirations and allows everyone to take an active role in the development of professional goals.

Narratives
TOO often assessors use superlatives such as “outstanding” or “excellent”, or general descriptions to support an individual’s performance.

It is vital that examples are used to describe what the person did to warrant the performance assessment. Promotion boards use these examples to build confidence of an individual’s performance and without adequate evidence an individual may be at a disadvantage.

Here are some ways you can enhance performance narratives:

• “Member is well respected by her/his subordinates” – what has she/he done to be so well respected?
• “His/her service written communication is exceptional” – what was the example(s) of written communication that was exceptional?
• “Member has demonstrated natural leadership ability of exceptionally high standard” – what did he/she demonstrate that was so exceptional?
• “Member’s performance at the current rank cannot improve any further” – what is he/she doing so well that cannot be improved?

Senior Assessors
SENIOR assessors should validate the assessor’s assessment by endorsing the assessor’s score or narrative. The senior assessor should comment on any additional achievements, amount of supervision over the assessed member and their suitability for the next rank.

A senior assessor can make minor changes (three or less changes) or, subject to meeting the minimum observation periods, significant changes (more than three changes). If significant changes are made, the senior assessor is required to manually remove the personal details of the assessor at part 2G, which indicates to the board that major changes have been made to the report. The senior assessor should also mention the changes made and the reasons for the change in their narrative.

Exemptions
2005 PARS are not required to be raised for the following personnel:

• AC/ACW (PRPs are still required for performance and counselling feedback);
• LAC/LACW of aircraft/avionics trades;
• LAC/LACW ADASTFITT; and
• Airmen and airwomen identified for promotion in 2005.

Submission dates
ANNUAL reports are to be raised and submitted on the following dates:

• LAC/LACW and CPL – August 1 and September 1
• SGT and FSGT – September 1 and October 1
• WOFF – October 1 and November 1

Units that cannot submit PARS to DPA on or before the due dates must apply for a submission extension date, by emailing SGT Robyn Langford at DPA with the full service details of member concerned, the reason for late submission and submission date requested.

For members to be presented to the 2005 promotion boards, DPA will not approve extensions beyond December 3. 2004 PARS must be completed in 2004; late 2004 PARS completed in 2005 will not be accepted and will be returned to units.

The policy associated with the raising and management of PARs is promulgated in DI(AF) PERS 4-22. Contact FLTLT Peter Greenacre on (02) 6265 2487 or FSGT Jim Filkov on (02) 6265 2329 if you have queries.

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