Evaluations have several purposes. The first is to establish performance standards and expectations, provide meaningful feedback on how well the rated Airman is meeting those expectations and direction on how to better meet those established standards and expectations. The second is to provide a reliable, long-term, cumulative record of performance and promotion potential based on that performance. The third is to provide sound information for development of skills and leadership abilities and to assist in identifying the best personnel for advancement through assignments, promotions and other personnel management decisions.  


Airman Comprehensive Assessment worksheet

The performance feedback portion of the Airman Comprehensive Assessment continues to be a cornerstone of the Enlisted and Officer Evaluation System, as Officer and Enlisted Performance Reports are based upon the expectations and guidance given in the feedback process. An Airman requires feedback to develop professionally and should receive it regularly through informal means in addition to the required formal ACA sessions. The ACA also serves as a method of motivation. If given frequent and specific ACA sessions, Airman will better understand what is expected and will be motivated to perform better in order to meet and exceed expectations.


When to Give Feedback

A formal feedback session should be held face-to-face. If impractical due to geographical separation or extended temporary duty, conduct the feedback session via telephone.


Within the first 60 days of assignment as a supervisor, the rater must conduct an initial ACA session to discuss the rater’s expectations for the job and standards that will be used to evaluate the performance of the Airman being rated. It is not necessary to provide markings during this initial feedback session.


In addition to the initial feedback, a midterm feedback session is required halfway between the initial feedback and the projected close-out date of the ratee’s next Enlisted/Officer Performance Report (E/OPR). Colonels and chief master sergeants will only receive initial feedbacks and there is no requirement for a midterm feedback while working for the same supervisor who conducted the initial ACA.


Upon acknowledgement of the E/OPR, all Airmen will receive a final feedback session, called “End of Reporting Period Feedback.” Additional sessions may be held at the request of the ratee or as determined necessary by the rater.


Enlisted Evaluations

The focus on Enlisted Performance Reports should be to document how well Airmen performed their jobs and the qualities Airmen bring to accomplishing the mission, versus to what specific position or billet the Airman is assigned. 


EPRs are required to be completed on an annual basis based on grade of the Airman being rated. However, EPRs are no longer required for regular Air Force Airmen in the grade of airman first class and below with less than 36 months' time-in-service or Air Reserve Component Airmen below the grade of senior airman. 


To be eligible for promotion consideration, all Airmen must have an EPR that closes out on the Static Closeout Date (SCOD). Any Airman without an SCOD EPR updated in the Military Personnel Data System, reflected on their Data Verification Record in the virtual Military Personnel Flight and filed in the Personnel Records Display Application (PRDA) accessible through AFPC SECURE, will not be considered for promotion.  


An EPR reflected on an Airman’s DVR does not indicate that it has been made a matter of record in PRDA. All Airmen must verify the EPR close out dates and ratings listed on the DVR with the EPR ratings indicated on the documents filed in PRDA. Failing to verify EPRs will impact your promotion consideration.


EPR Rating Codes listed on Career Data Brief and DVR

First Character


Second Character



Exceeded most, if not all, expectations




Exceeded some, but not all, expectations




Met all expectations


Forced Distribution


Met some, but not all, expectations




Not rated





Enlisted Promotion Recommendations

Performance assessment, along with input from supervisors at all levels, is helping identify and promote the Air Force’s top performers. Job performance remains the most important factor when considering Airmen for promotion, and top performers now have the advantage toward promotion they deserve. The system was built to ensure Airmen who received the highest promotion recommendations from their commanders would have a significant advantage, while also ensuring Airmen who received a promote recommendation would remain competitive.


The new evaluation reports include a section for promotion recommendations that curbs inflation through forced distribution and stratification restrictions. Forced distribution and restricted stratification are completed by grade regardless of Air Force Specialty Code. Airmen who are not time-in-grade and time-in-service eligible for promotion on their EPR static closeout date will only receive a performance assessment without a promotion recommendation.

Modifications to the Air Force Form 910 (version 4) and AF Form 911 (version 2) are complete and available to download in AF e-Pubs. Raters can now mark "Met some but not all expectations" without having the evaluation change to an automatic referral. Enlisted evaluations that contain derogatory comments will remain referral reports and must be processed in accordance with AFI 36-2406.


To prevent rework on already completed enlisted performance reports, if the "Met some but not all expectations" is NOT selected, either the older version or the new version of AF Forms 910 or 911 will be accepted. Note that the date of the forms did not change, just the version numbers!

Enlisted Forced Distribution

Forced distribution limits the number of top promotion recommendations unit commanders are authorized to award to time-in-grade/time-in-service promotion-eligible junior enlisted Airmen. The total number of forced distribution quotas is based on the total number of time-in-grade/time-in-service promotion-eligible Airmen a commander has in a specific grade on the static closeout date.


Enlisted Promotion recommendations are in word-form now, rather than the numerical ratings. Recommendations include Promote Now (PN), Must Promote (MP), Promote (P), Not Ready Now (NRN) and Do Not Promote (DNP). Promote Now and Must Promote recommendations are limited in number to ensure only the highest-performing Airmen with the greatest potential to serve in the next grade receive them. The forced distribution authority sends a strong signal that the Airman is ready for immediate promotion. Those with a Promote Now receive a "significant advantage over their peers”; those with a Must Promote receive an "advantage over their peers”; and those with a Promote are given a rating "relative to their peers."


Promote Now can be awarded to the top five percent of time-in-grade/time-in-service promotion-eligible Airmen from senior airman through technical sergeant. Must Promote is limited to the top 15 percent of time-in-grade/time-in-service promotion-eligible senior airmen and the top 10 percent of time-in-grade/time-in-service promotion-eligible staff and technical sergeants. There are no restrictions on the remaining three promotion ratings. 


The forced distribution process was built with similarities to the senior airman below-the-zone promotion process. There will be large units, with enough time-in-grade/time-in-service promotion-eligible Airmen (11 or more) to earn outright promotion allocations, and small units (10 or less), which will roll-up nominated time-in-grade/time-in-service promotion-eligible Airmen to an Enlisted Forced Distribution Panel led by the senior rater. In addition to the senior rater, commanders who have submitted Airmen for the recommendations will be part of the panel and have an opportunity to advocate for their Airmen.


Once the EFDP selects the Airmen who will receive the top two promotion recommendations of Promote Now and Must Promote, the remaining Airmen will receive outright Promote recommendations. Airmen receiving Promote recommendations from the EFDP or directly from their unit continue to have significant opportunities for promotion as overall promotion percentages exceed the allocations controlled under forced distribution. 


Squadron commanders of units with fewer than 11 time-in-grade/time-in-service promotion-eligible Airmen don't have to nominate every eligible Airman to the Enlisted Forced Distribution Panel; only the ones they think merit consideration for the top ratings. Commanders make that decision based on the performance of those Airmen as evaluated by their supervisors, and how the commanders themselves view the Airmen. It’s the commanders’ responsibility to judge across the entire spectrum of performance and identify those Airmen who are performing at the highest levels in the entirety of the organization, not just in the little slices of the organization


Restricted Stratification

Stratification is the “rack-and-stack” process senior raters use to identify their top time-in-grade/time-in-service promotion-eligible master sergeants and senior master sergeants. Senior raters are limited to stratifying the top 10 percent of their master sergeant time-in-grade/time-in-service promotion-eligible Airmen and the top 20 percent of their senior master sergeant time-in-grade/time-in-service promotion-eligible Airmen. Time-in-grade/time-in-service promotion-eligible senior NCOs who are not stratified will have their evaluations close out at the deputy evaluator (first O-6) or intermediate evaluator (unit commander) level. Only those who are stratified will have their evaluations signed/closed out by the senior evaluator (senior rater).


A senior rater stratification/endorsement is not automatic, nor mandatory, even if the Airman is time-in-grade and time-in-service eligible and has met the promotion eligibility requirements. The decision to forward the evaluation for senior rater stratification/endorsement is determined by the evaluator who is eligible to close out the evaluation and each level thereafter, without necessarily going to the senior rater.

Enlisted Promotions
DVR Review
AF Form 910
AF Form 911
AF Form 912
AF Form 931
AF Form 932

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Several inquiries have been received over the last few months regarding clarification on enlisted promotion statements authorized on Enlisted Performance Reports (EPRs). After reviewing AFI 36-2406, Officer and Enlisted Evaluation Systems, some of the language may be misinterpreted and therefore the following clarification is provided:


Regarding promotion statements on the AF Form 910, although para states "Written promotion statement on the AF Form 910 are prohibited", this prohibition does not include factual statements such as Airmen STEP-promoted or selected/promoted BTZ. These types of statements are facts and inclusion of these statements in an EPR does not violate AFI 36-2406 (for example: "STEP promoted to TSgt" or "Selection to SSgt on target" or "Selected for SrA BTZ").


Veiled promotion statements continue to be prohibited on enlisted evaluations; however, statements of fact are not veiled promotion statements. Comments such as "filled a SMSgt billet for XX-months" are authorized on an MSgt EPR only if the MSgt actually filled the SMSgt billet. In other situations, although a MSgt may be "operating like a SMSgt" or "already perform like SMSgt," these types of comments are "veiled promotion statements" and are prohibited.


Promotion recommendation statements (pushes to the next higher grade) are only authorized for SNCOs that are Time-in-grade/Time-in-Service eligible for promotion and may only be placed in the final evaluator's block of the AF Form 911.


As a reminder, the focus on EPRs should be to document how well Airmen performed their job ("Performance") and the qualities Airmen bring to accomplishing the mission versus what specific position or billet the Airman is assigned. This clarification will be included in the revision of AFI 36-2406 and until published this message will be utilized.




The Regular Air Force is now processing evaluations using the enhanced online workflow called the virtual Personnel Center (vPC). Through the vPC Dashboard, Commander Support Staffs will be able to initiate, process and track evaluations. This automated workflow concept serves to replace the Evaluation Management System or local processes at the unit-level. vPC now provides pre-populated Airman information into forms, on-line evaluation shells and will eventually allow the Military Personnel Section (MPS) to auto-update the Military Personnel Data System (MilPDS).


Currently, the MPS can push approved documents to the Air Force Personnel Center or into the Airman's official record at the push of a button. All Department of Defense identification card holders can access myPers using their common access card or username/password log in with 24/7 on-line access. Sister service military, civilians (non-prior AF) and contractors requiring access to myPers should contact the AFPC/A1 service desk at DSN: 665-5004 or Comm: 210-565-5004.