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Fillable Printable Airman Comprehensive Assessment (ACA) Worksheet

Fillable Printable Airman Comprehensive Assessment (ACA) Worksheet

Airman Comprehensive Assessment (ACA) Worksheet

Airman Comprehensive Assessment (ACA) Worksheet

AF FORM 931, 20140701
PREVIOUS EDITIONS ARE OBSOLETE PRIVACY ACT INFORMATION: The information in this form is
FOR OFFICIAL USE ONLY. Protect IAW the Privacy Act of 1974.
PRIVACY ACT STATEMENT
AUTHORITY: Title 10 United States Code (U.S.C.) 8013, Secretary of the Air Force and AFI 36-2406.
PURPOSE: Used to document effectiveness/duty performance history.
ROUTINE USES: May specifically be disclosed outside the DoD as a routine use pursuant to 5 U.S.C. 552a(b)(3). DoD Blanket Routine Uses apply.
DISCLOSURE: Voluntary. A copy of the ACA may be requested as directed by AFI 36-2406.
AIRMAN COMPREHENSIVE ASSESSMENT (ACA) WORKSHEET (AB thru TSgt)
I. PERSONAL INFORMATION
NAME (Last, First, Middle Initial)
RANK UNIT
II. TYPE OF ASSESSMENT
III. SELF-ASSESSMENT (To be completed by Ratee and forwarded to Rater) Rating Scale: Y=Yes, understands; N=Need more information
1. Understands the importance of doing the right thing even when it is unpopular or difficult.
8. Understands the importance of applying situational awareness and sound judgment.
14. Understands the importance of upholding the proud heritage of the Air Force and the importance of displaying the professional
characteristics of an Airman at all times (24/7).
13. Understands the importance of showing enthusiasm in being an Airman and in inspiring others to reach their full potential.
12. Understands the importance of looking after fellow Airmen and their families (to include while fellow Airmen are deployed).
11. Understands the importance of respecting one’s self and others.
10. Understands the importance of leading by example.
AIR FORCE CULTURE:
9. Understands the importance of living within ones means (financially, budgets, saves, spends responsibility, etc.).
7. Understands the importance of the Air Force Core Values/Standards and how others should be accountable.
ACCOUNTABILITY:
6. Understands the importance of providing support and welfare, of family, and ensuring they are prepared for separations and/or reunions.
(If applicable)
5. Understands the importance of accomplishing tasks in a timely manner.
4. Understands the importance of refusing to partake in inappropriate behavior(s) despite social pressure.
3. Understands the importance of admitting shortcomings or mistakes.
2. Understands the importance of responsibility in the use of and care of equipment and assets.
RESPONSIBILITY:
SELF:
17. Understands the importance of striving to meet personal/professional goals. Review Section VII for discussion during feedback session.
16. Understands the importance of setting aside quality time to be with family and friends.
15. Understands the importance of setting aside time to assess self, as-well-as personal and professional goals.
RATEE
IV. AIRMAN’S CRITICAL ROLE IN SUPPORT OF THE MISSION (To be completed by Rater):
V. INDIVIDUAL READINESS INDEX (Completed by Rater after talking to Unit Deployment Manager)
R= RED (UNSAT/NOT CURRENTLY DEPLOYABLE), G=GREEN (HIGHLY SAT/CURRENTLY DEPLOYABLE)
AF Indicator
VI. PERFORMANCE: LEADERSHIP/PRIMARY DUTIES/FOLLOWERSHIP/TRAINING(To be completed by Rater) - Information may be used on next EPR
(Using AFI 36-2618, The Enlisted Force Structure, as the standard of expected performance commensurate with the Airman’s rank, to what degree did the Airman comply with performance expectations.)
1.
Task Knowledge/Proficiency: Consider
the quality, quantity, results, and impact of
the Airman’s knowledge and ability to
accomplish tasks
2. Initiative/Motivation: Describes the
degree of willingness to execute duties,
motivate colleagues, and develop
innovative new processes
3.
Skill Level Upgrade Training: Consider skill
level awarding course, CDC timeliness
completion, course exam results, and
completion of core task training
4. Duty Position Requirements,
qualifications, and certifications: Consider
duty position qualifications, career field
certifications (if applicable), and readiness
requirements
5. Training of others: Consider the impact
the Airman made to train others
Demonstrated insufficient ability;
required re-accomplishment of tasks;
requires more guidance/experience
(few Airmen)
Demonstrated acceptable ability and
consistently produced good quality,
quantity, results, and impact
(majority of Airmen)
Routinely delivered high-quality
work early; produced more than
expected of current grade
(some Airmen)
Knowledge and skills impact far
beyond those of peers; efforts
directly elevated unit’s impact on
mission success (very few Airmen)
Inspired work ethic, aggressively
sought to improve others’
motivation, drove innovative
environments (very few Airmen)
Self-starter on task completion,
proactively assisted colleagues,
routinely sought out new ways to
execute mission (some Airmen)
Displayed good effort in performance
of assigned tasks; mindful of others’
needs and developed new processes
(majority of Airmen)
Displayed little to no effort in
accomplishing duties, lacked
motivation and did not display
initiative (few Airmen)
Completed CDCs and core task
training requirements far ahead
of schedule and obtained excellent
course exam score
(very few Airmen)
Progressed in or obtained skill
level ahead of time and above
standard
(some Airmen)
Progressed in or obtained skill level
within prescribed time and standard
(majority of Airmen)
Did not complete or took excessive
time to obtain required training
(few Airmen)
Did not complete or took excessive
time to obtain required skill level
(few Airmen)
Progressed in or obtained training
within prescribed time and standards
(majority of Airmen)
Progressed in or obtained training
ahead of time and above standards
(some Airmen)
Completed training requirements
far ahead of schedule and if
tested obtained excellent scores
(very few Airmen)
Peerless teacher; selflessly imparts
expertise to subordinates, peers
and superiors with significant
impact on mission (very few Airman)
Consistently seized opportunities
to train subordinates and peers;
trainees became highly skilled
(some Airman)
Effectively imparts skills and
knowledge to others
(majority of Airmen)
When tasked to train, Airman made
minimal to no effort to train others;
did not meet expectations
(few Airmen)
N/A (Airman possessed required skill level/training)
6. COMMENTS
N/A (Airman possessed training commensurate
with grade prior to reporting period)
N/A (No valid opportunity for Airman to train)
INITIALFOLLOW-UPRATER DIRECTEDRATEE REQUESTEDMID-TERM
AF FORM 931, 20140701
PREVIOUS EDITIONS ARE OBSOLETE PRIVACY ACT INFORMATION: The information in this form is
FOR OFFICIAL USE ONLY. Protect IAW the Privacy Act of 1974.
1.
Resource utilization (e.g., time management,
equipment, manpower and
budget):
Consider how effectively the Airman utilizes
resources to accomplish the mission
Sought after utilization expert in saving
time, equipment, manpower, and
budget with impact outside of work
center or unit (very few Airmen)
Sought better ways to more
effectively utilize time and other
resources (some Airmen)
Made good use of available time
and other resources within Airman’s
control (majority of Airmen)
Improperly or inconsistently
managed time and other resources
(few Airmen)
Is the model Airman, raised the
standard in all areas for others to
emulate; coached others
(few Airmen)
Exceeded all standards of fitness,
conduct, appearance and behavior;
influenced others by example
(some Airmen)
Consistently met all standards,
exceeded some
(majority of Airmen)
Failed to meet some or all
standards (few Airmen)
2. Comply with/enforce standards:
Consider personal adherence and
enforcement of fitness standards, dress
and personal appearance, customs and
courtesies, and professional conduct
Remarkable communicator; mentor
and teacher; has the presence and
confidence in any setting; sought
out by leaders for various
communication forums
(very few Airmen)
Clearly conveyed complex
information in a concise manner;
improved communication skills in
themselves and others; encouraged
and considered others’ input
(some Airmen)
Able to convey most information
in an understandable manner;
makes some effort to improve
communication skills
(majority of Airmen)
Not articulate; does not assimilate
or convey information in a clear
and concise manner
(few Airmen)
3. Communication skills: Describes how well
the Airman receives and relays information,
thoughts, and ideas up and down the chain
of command (includes listening, reading,
speaking, and writing skills); fosters an
environment for open dialogue
5. COMMENTS
1. Air Force Core Values: Consider how
well the Airman adopts, internalizes and
demonstrates our Air Force Core Values
of Integrity First, Service Before Self,
and Excellence in All We Do
Airman for others to emulate;
personal conduct exudes Air Force
Core Values; influential leader who
inspired other to embody Core Values
(very few Airmen)
Embodiment of Integrity, Service
Before Self, and Excellence;
encouraged others to uphold
Air Force Core Values
(some Airmen)
Consistently demonstrated the
Air Force Core Values, both on
and off duty (majority of Airmen)
Airman failed to adhere to the
Air Force Core Values
(few Airmen)
Relentlessly pursued personal and
professional development of
themselves and others; efforts
resulted in significant positive impact
to unit and/or Air Force
(few Airmen)
Driven Airman; exceeded both
professional and personal
development goals with positive
impact on individual performance
or mission accomplishment
(some Airmen)
Established goals and progressed
to meet those goals for professional
and/or personal development
(majority of Airmen)
Made little to no effort to complete
expected professional and/or
personal development
(few Airmen)
2. Personal and Professional development:
Consider the amount of effort the Airman
devoted to improve themselves and their
work center/unit through education and
involvement
Epitomizes an Air Force ambassador;
Airman consistently and selflessly
led efforts that inspired esprit de
corps with significant impact to the
mission and community (few Airmen)
Active participant; organized and
occasionally led team building and
community events (some Airmen)
Fostered esprit de corps through
volunteerism and actively involved
in base and community events
(majority of Airmen)
Made little to no effort to promote
esprit de corps or community
involvement
(few Airmen)
3.
Esprit de corps and community relations:
Consider how well Airman promotes
camaraderie, embraces esprit de corps,
and acts as an Air Force ambassador
4. COMMENTS
IX. KNOWING YOUR AIRMAN (To be discussed by Ratee and Rater during feedback session)
VIII. WHOLE AIRMAN CONCEPT
1. How do you think you are performing in the unit? How can your unit help you perform better?
6. Would you like to offer any suggestions/feedback? (e.g., unit improvements, safety, productivity enhancements, existing programs, living conditions)
2. What are some of your goals for self-improvement? (Goals should be SMARTSpecific, 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?
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 SIGNATURERATER SIGNATURE
DATE
VII. FOLLOWERSHIP/LEADERSHIP
4.
Caring, respectful and dignified environment
(teamwork): Rate how well the Airman’s
selfless consideration and expectation of others
and value of diversity, set the stage for an
environment of dignity and respect, to include
promoting a healthy organizational climate
Airman displayed little to no respect
for others and/or themselves
(few Airmen)
Fostered a dignified environment
by consistently treating Airmen
and themselves with respect
(majority of Airmen)
Displayed strong interpersonal
skills by proactively meeting others’
needs, held others accountable for
professional conduct to enhance
a dignified environment
(some Airmen)
Unmatched interpersonal skills;
always displayed exemplary conduct
and behavior with actions that are
tone-setting, resulting in measurable
increases in teamwork and unit
effectiveness (very few Airmen)
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