The CMSAF James Cody recently had updated about the challenges faced in the Performance Feedback by the Air Force. About 80% of the Air Force receives a rating of 5; the highest one can get. The tough task is to find the best among the best of Airmen; to solve the situation the Air Force had introduced an improvised and proactive method of performance evaluation called the
New Airman’s Comprehensive Assessment. Change as we all know isn’t always comfortable, but to meet the future requirements it is essential. The number of promotions would remain the same; the group would be different. All rules and policies need to be updated with time even if they have proved to be successful for years. The changes were implemented in August 2014 and things seem to be settled by now; but some apprehensions remain.
The new assessment will ensure that Job Performance is the most vital factor in determining promotions. These changes have been proposed and implemented after a rigorous and thorough research; all aspects that affected performance were considered by an esteemed and experienced panel. Mr. Cody has stressed that the feedback sessions form the core of the new assessment system. A transparent and honest communication system determines the success of a team; the big Air Force team realises the importance of inter personal communication in the appraisal system.
The new appraisal will establish a fruitful conversation between the supervisors and the Airmen. The changes made in the EES (Enlisted Evaluation) are the most essential part of the Airman Comprehensive Assessment. Recent duty performances will be important deciding factors in the assessment; earlier grade and duration of service were the only determining factors. The aim of the Air Force is to shape the future of the servicemen by providing a common appraisal program; where all get equal opportunity.
I feel the changes are laudable although they will take time to be accepted and their implementation phase will finally decide their future. Many changes that seem to be novel and revolutionary on paper fail when actually put into action. Still, I feel that the new ACA is positive and will soon give the desired results.
The changes have been made after considering the factors that encourage the Airmen; like his/her family and professionally motivating factors. The Air Force will provide improved military education and development of special duties to built versatile Airmen.
It’s hard for the Airmen to keep themselves motivated in the pressures of duty and tough work conditions. The Air Force endeavours to keep the Airmen high spirited by giving them their due. The appreciations have been coming from the Airmen; to mention specifically Staff Sgt. Kristian Atkinson, who is currently serving as a bioenvironmental engineering technician, is upbeat about the new ACA. According to other Staff Sergeants the changes will help in recognising the brave services of the Airmen even if they have joined the forces recently.
So, bravery and courage will be vital assessment factors for assessment rather than seniority or grade. This will promote the feeling of unison and will motivate all Airmen; juniors and seniors. The New Assessment will lead to an improvised dialogue between the supervisors and the Airmen. CMSAF has personally answered queries of Airmen to clear all doubts related to the changes.
The number ratings will be a thing of the past now. Personal and emotional factors that determine an Airman’s performance will be highlighted in the assessments. I think these will bring the human element in forefront.
The aim of the new ACA is to know the Airmen on a personal level; his/her aspirations should be understood by the supervisor. Once appreciated for their thoughts and goals; the Airmen will understand the aim of the Air Force better. I hope the World’s Best Air force will continue to inspire millions to join and serve their country.
