AF Form 931 "Airman Comprehensive Assessment (ACA) Worksheet (AB Thru TSgt)"

What Is AF Form 931?

AF Form 931, Airman Comprehensive Assessment (ACA) Worksheet (AB thru TSgt) - or the Air Force initial feedback form - is a form used to document effectiveness and duty performance history. It is filled out on a regular basis by the airman's supervisor and monitors the airman's mission capabilities and deployment readiness. It is also used to assess the airman's welfare and development regardless of whether they are on duty, off-duty or on leave.

The worksheet is designed for the airman's self-assessment. The self-assessment ("the ratee") is done according to the following areas: responsibility, accountability, air force culture, self-knowledge. Other sections - proficiency, motivation, upgrade training, duty position requirements and training of others - are sections to be filled by the officer ("the rater").

An updated fillable AF Form 931 was released by the Air Force (AF) in October 2017 and is available for download and digital filing below or can be found through the Air Force e-Publishing website.

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Download AF Form 931 "Airman Comprehensive Assessment (ACA) Worksheet (AB Thru TSgt)"

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AIRMAN COMPREHENSIVE ASSESSMENT (ACA) WORKSHEET (AB thru TSgt)
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 per AFI 36-2406.
SORN(s): F036 AF PC A, Effectiveness/Performance Reporting Systems.
I. PERSONAL INFORMATION
NAME (Last, First, Middle Initial)
RANK
UNIT
II. TYPE OF ASSESSMENT
INITIAL
MID-TERM
FOLLOW-UP
RATEE REQUESTED
RATER DIRECTED
III. SELF-ASSESSMENT (To be completed by Ratee and forwarded to Rater) Rating Scale: Y=Yes, understands; N=Need more information
RATEE
RESPONSIBILITY:
1. Understands the importance of doing the right thing even when it is unpopular or difficult.
2. Understands the importance of responsibility in the use of and care of equipment and assets.
3. Understands the importance of admitting shortcomings or mistakes.
4. Understands the importance of refusing to partake in inappropriate behavior(s) despite social pressure.
5. Understands the importance of accomplishing tasks in a timely manner.
6. Understands the importance of providing support and welfare to their family and ensuring they are prepared for separations and/or
reunions. (If applicable)
ACCOUNTABILITY:
7. Understands the importance of the Air Force Core Values/Standards and how others should be accountable.
8. Understands the importance of applying situational awareness and sound judgment.
9. Understands the importance of living within their means (finances, budgets, saves, spends responsibly, etc.).
AIR FORCE CULTURE:
10. Understands the importance of leading by example.
12. Understands the importance of looking after fellow Airmen and their families (to include while fellow Airmen are deployed).
13. Understands the importance of showing enthusiasm in being an Airman and inspiring others to reach their full potential.
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).
SELF:
15. Understands the importance of setting aside time to assess self, to include personal and professional goals.
16. Understands the importance of setting aside quality time to be with family and friends.
17. Understands the importance of striving to meet personal/professional goals. Review Section VII for discussion during feedback session.
(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)
AEF Indicator
VI. PERFORMANCE: LEADERSHIP/PRIMARY DUTIES/FOLLOWERSHIP/TRAINING (To be completed by Rater) - Information may be used on next EPR
Task Knowledge/Proficiency: Consider
Demonstrated insufficient ability;
Routinely delivered high-quality
Demonstrated acceptable ability and
required re-accomplishment of
work; met established suspenses;
consistently produced good quality,
tasks; requires more guidance/
exceeded performance expectations
quantity, results, and impact
experience
associated with current grade
accomplish tasks
2. Initiative/Motivation: Describes the
Displayed little to no effort in
Displayed good effort in
Self-starter on task completion,
Inspired work ethic, aggressively
degree of willingness to execute duties,
accomplishing duties, lacked
performance of assigned tasks;
proactively assisted team members,
motivate team members, and develop
motivation and did not display
motivation, drove innovative
routinely sought out new ways to
environments
initiative
innovative new processes
developed new processes
execute mission
3. Skill Level Upgrade Training: Consider
skill level awarding course, CDC
Completed CDCs and core task
Progressed in or obtained skill
timeliness and/or completion, course
Did not complete or took excessive
Progressed in or obtained skill level
training requirements far ahead
level ahead of time and above
exam results, and completion of core
time to obtain required skill level
within prescribed time and standard
of schedule and obtained excellent
standard
course exam score
task training
Completed training requirements
Did not complete or took excessive
Progressed in or obtained training
Progressed in or obtained training
far ahead of schedule and if
time to obtain required training
within prescribed time and standard
ahead of time and above standard
tested obtained excellent scores
N/A (Airman possessed training commensurate
with grade prior to reporting period)
5. Training of Others: Consider the Airman's
Peerless trainer; selflessly imparts
effort and impact made by training others
When tasked to train, Airman made
Consistently seized opportunities
Effectively imparts skills and
expertise to subordinates, peers
minimal to no effort to train others;
to train subordinates and peers;
knowledge to others
and superiors with significant impact
did not meet expectations
trainees became highly skilled
on mission
N/A (No valid opportunity for Airman to train)
6. COMMENTS
AF FORM 931, 20170728
PREVIOUS EDITIONS ARE OBSOLETE
Page 1 of 3
Prescribed By: AFI36-2406
AIRMAN COMPREHENSIVE ASSESSMENT (ACA) WORKSHEET (AB thru TSgt)
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 per AFI 36-2406.
SORN(s): F036 AF PC A, Effectiveness/Performance Reporting Systems.
I. PERSONAL INFORMATION
NAME (Last, First, Middle Initial)
RANK
UNIT
II. TYPE OF ASSESSMENT
INITIAL
MID-TERM
FOLLOW-UP
RATEE REQUESTED
RATER DIRECTED
III. SELF-ASSESSMENT (To be completed by Ratee and forwarded to Rater) Rating Scale: Y=Yes, understands; N=Need more information
RATEE
RESPONSIBILITY:
1. Understands the importance of doing the right thing even when it is unpopular or difficult.
2. Understands the importance of responsibility in the use of and care of equipment and assets.
3. Understands the importance of admitting shortcomings or mistakes.
4. Understands the importance of refusing to partake in inappropriate behavior(s) despite social pressure.
5. Understands the importance of accomplishing tasks in a timely manner.
6. Understands the importance of providing support and welfare to their family and ensuring they are prepared for separations and/or
reunions. (If applicable)
ACCOUNTABILITY:
7. Understands the importance of the Air Force Core Values/Standards and how others should be accountable.
8. Understands the importance of applying situational awareness and sound judgment.
9. Understands the importance of living within their means (finances, budgets, saves, spends responsibly, etc.).
AIR FORCE CULTURE:
10. Understands the importance of leading by example.
12. Understands the importance of looking after fellow Airmen and their families (to include while fellow Airmen are deployed).
13. Understands the importance of showing enthusiasm in being an Airman and inspiring others to reach their full potential.
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).
SELF:
15. Understands the importance of setting aside time to assess self, to include personal and professional goals.
16. Understands the importance of setting aside quality time to be with family and friends.
17. Understands the importance of striving to meet personal/professional goals. Review Section VII for discussion during feedback session.
(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)
AEF Indicator
VI. PERFORMANCE: LEADERSHIP/PRIMARY DUTIES/FOLLOWERSHIP/TRAINING (To be completed by Rater) - Information may be used on next EPR
Task Knowledge/Proficiency: Consider
Demonstrated insufficient ability;
Routinely delivered high-quality
Demonstrated acceptable ability and
required re-accomplishment of
work; met established suspenses;
consistently produced good quality,
tasks; requires more guidance/
exceeded performance expectations
quantity, results, and impact
experience
associated with current grade
accomplish tasks
2. Initiative/Motivation: Describes the
Displayed little to no effort in
Displayed good effort in
Self-starter on task completion,
Inspired work ethic, aggressively
degree of willingness to execute duties,
accomplishing duties, lacked
performance of assigned tasks;
proactively assisted team members,
motivate team members, and develop
motivation and did not display
motivation, drove innovative
routinely sought out new ways to
environments
initiative
innovative new processes
developed new processes
execute mission
3. Skill Level Upgrade Training: Consider
skill level awarding course, CDC
Completed CDCs and core task
Progressed in or obtained skill
timeliness and/or completion, course
Did not complete or took excessive
Progressed in or obtained skill level
training requirements far ahead
level ahead of time and above
exam results, and completion of core
time to obtain required skill level
within prescribed time and standard
of schedule and obtained excellent
standard
course exam score
task training
Completed training requirements
Did not complete or took excessive
Progressed in or obtained training
Progressed in or obtained training
far ahead of schedule and if
time to obtain required training
within prescribed time and standard
ahead of time and above standard
tested obtained excellent scores
N/A (Airman possessed training commensurate
with grade prior to reporting period)
5. Training of Others: Consider the Airman's
Peerless trainer; selflessly imparts
effort and impact made by training others
When tasked to train, Airman made
Consistently seized opportunities
Effectively imparts skills and
expertise to subordinates, peers
minimal to no effort to train others;
to train subordinates and peers;
knowledge to others
and superiors with significant impact
did not meet expectations
trainees became highly skilled
on mission
N/A (No valid opportunity for Airman to train)
6. COMMENTS
AF FORM 931, 20170728
PREVIOUS EDITIONS ARE OBSOLETE
Page 1 of 3
Prescribed By: AFI36-2406
VII. FOLLOWERSHIP/LEADERSHIP
1.
Sought after utilization expert in
Made good use of available time
Sought better ways to more
equipment, manpower and budget):
Improperly or inconsistently
saving time, equipment,
effectively utilize time and other
managed time and other resources
manpower, and budget with
control
resources
impact outside of work center or unit
resources to accomplish the mission
2. Comply with/Enforce Standards:
Met all/surpassed some standards
Consider personal adherence and
Is the model Airman, raised the
of fitness, conduct, appearance and
enforcement of fitness standards, dress
Failed to meet some or all standards
Consistently met all standards
standard in all areas for others to
behavior; influenced others by
and personal appearance, customs and
emulate; coached others
example
courtesies, and professional conduct
Clearly conveyed complex
Remarkable communicator; mentor
Able to convey most information in
Not articulate; does not assimilate or
information in a concise manner;
and teacher; has the presence and
an understandable manner; makes
convey information in a clear
improved communication skills in
confidence in any setting; sought
some effort to improve
out by leaders for various
and concise manner
themselves and others; encouraged
communication skills
communication forums
Unmatched interpersonal skills;
Displayed strong interpersonal skills
always displayed exemplary conduct
Fostered a dignified environment by
Airman displayed little to no respect
and behavior with actions that are
consistently treating Airmen
needs, held others accountable for
for others and/or themselves
tone-setting, resulting in measurable
and themselves with respect
professional conduct to enhance a
increases in teamwork and unit
dignified environment
effectiveness
5. COMMENTS
VIII. WHOLE AIRMAN CONCEPT
1. Air Force Core Values: Consider how
Embodiment of Integrity, Service
Airman for others to emulate;
well the Airman adopts, internalizes and
Consistently demonstrated the Air
Airman failed to adhere to the
Before Self, and Excellence;
demonstrates our Air Force Core Values
Force Core Values, both on and off
Air Force Core Values
encouraged others to uphold Air
duty
of Integrity First, Service Before Self,
Force Core Values
and Excellence in All We Do
Driven Airman; exceeded both
Relentlessly pursued personal and
Made little to no effort to pursue
Established goals and progressed
professional and personal
professional development of
personal or professional
development goals with positive
themselves and others; efforts
development
and/or personal development
impact on individual performance or
to unit and/or Air Force
mission accomplishment
Active participant; organized and
Made little to no effort to promote
Fostered esprit de corps through
Airman consistently and selflessly
occasionally led team building and/or
esprit de corps or act as an Air
involvement in base and/or
led efforts that inspired esprit de
community events to foster esprit de
Force ambassador
community events
corps with significant impact to the
corps
4. COMMENTS
IX. KNOWING YOUR AIRMAN (To be discussed by Ratee and Rater during feedback session)
1. How do you think you are performing in the unit? How can your unit help you perform better?
2. What are some of your goals for self-improvement? (Goals should be SMART
Specific, 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 your 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?
6. Would you like to offer any suggestions/feedback? (e.g., unit improvements, safety, productivity enhancements, existing programs, living conditions)
7. Expectations for unit and Ratee (Areas for improvement, strengths and weaknesses; recommendations for improvement).
NOTE: This information is used 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 SIGNATURE
RATER SIGNATURE
DATE
PREVIOUS EDITIONS ARE OBSOLETE
AF FORM 931, 20170728
Page 2 of 3
CONTINUATION
AF FORM 931, 20170728
PREVIOUS EDITIONS ARE OBSOLETE
Page 3 of 3
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AF Form 931 Instructions

The performance feedback portion of the Airman Comprehensive Feedback (ACA) continues to be a cornerstone of Enlisted and Officer Evaluation System (E/OES), as Performance Recommendation forms (PRFs) (for officers) are based upon the expectations and guidance given in the feedback process. The ACA also serves as a method of motivation. If given frequent and specific ACA sessions, the airman will better understand what is expected and will be motivated to perform better in order to meet and exceed expectations. The form provides formal, private, written communication between the rater and the ratee about the rater's expectations and standards and the ratee's responsibilities and performance. Face to face communication clarifies confusion and sets expectations.

Effective feedback is a realistic assessment of an individual's performance. The rater should discuss the ratee's skills and abilities, behavior, how they affected the mission and what their goals are professionally and personally. Raters should be impartial and provide honest and realistic feedback, as the performance portion of the ACA will be used to support evaluations based on the observed behavior.

How to Fill out AF Form 931?

The AF 931 is a fillable form. Try to give as specific feedback as possible, regardless of whether it is positive or negative. Specific positive comments reinforce the behavior, and specific negative comments focus the attention on where the ratee needs improvement. A lack of information, on the other hand, tends to lower the ratee's motivation to improve. Comments that are not sufficiently specific will not concentrate the ratee's attention on exactly what they need to do in order to be successful in their job.

There are minor differences in Section IV, which assesses specific performance requirements based on the ratee's grade. Make sure the form used corresponds with the ratee's grade: AF Form 724 (for officers), the AF Form 932 (for SNCOs), and the AF Form 931 (for TSgts and below).

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