AF Form 910 "Enlisted Performance Report (AB Thru TSgt)"

What Is AF Form 910?

AF Form 910, Enlisted Performance Report (AB Thru TSgt) is used to document effectiveness/duty performance history; separation; school and assignment selection; promotion; reenlistment; statistical and research analysis. It provides a long-term, reliable, cumulative record of promotion potential and performance from the position of airman basic (AB) to technical sergeant (TSgt). How well the individual works is of essential importance to the Air Force.

The latest version of the form was released by the Air Force (AF) in November 2015 with all previous editions obsolete. An up-to-date fillable AF Form 910 is available for download below. No copies of the report can be found on the Air Force e-Publishing website. Additional information and filing guidelines can be found in AFI 36-2406 (Officer and Enlisted Evaluation Systems) that sets expectations and performance standards for ratees, the directions on how to properly meet those established expectations and standards, and feedback on how the ratee is meeting those expectations.

What do I need to view AF 910 on my home computer?

To open AF Form 910 on your home computer, it is advisable to upgrade to the latest Adobe Reader version. It is possible to fill out the PDF version on the computer and submit it online.

How to view the AF 910 on a Mac?

To open the fillable version of the form on a Mac the user can download and run the latest Adobe Acrobat Reader DC software.

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AF Form 910 Instructions

This form includes 12 sections in total:

  • The ratee identification data - the full name, the SSN, the rank, the organization, command, and location, the period of the report, the number of days non-rated, the number of days supervised, the reason for the report;
  • Job description - the duty title, key duties, tasks, and responsibilities (primary and additional duties);
  • Performance in primary duties/training requirements - includes mandatory comments;
  • Followership/leadership - includes mandatory comments;
  • Whole airman concept - includes mandatory comments;
  • The overall performance assessment - the overall assessment of performance during rating period commensurate with Sections III-V;
  • The rater information - their full name, rank, the branch of service, duty title, SSN. The rater has to sign the form and to fill in the actual date;
  • The additional rater's comments - the raters state if they concur or do not concur with the initial performance report;
  • The unit commander/the military or civilian director/another authorized reviewer's comments - including future roles (up to three recommended roles/assignments that best serve the Air Force and continue the airman's development);
  • The functional examiner/Air Force advisor - the applicable review is indicated by marking the appropriate box;
  • Remarks - this section is used to spell out uncommon acronyms or to place comments required by the instruction AFI36-2406, Officer and Enlisted Evaluation Systems;
  • The ratee's acknowledgment - the ratee acknowledges all required feedback was accomplished during the reporting period and was provided upon receipt of this report. The form must then be signed and dated.

How to Fill out AF Form 910?

  1. Section I, Ratee identification data contains the airman's full name, SSN, rank, organization, command, location, and the period and reason for the report.
  2. Section II, Job description covers the duty title and the key duties, responsibilities, and tasks the airman performs.
  3. Section III, Performance in primary duties/training requirements requires to assess task knowledge, proficiency, initiative, motivation, skill level upgrade training, duty position requirements, certifications, qualifications, and training of others.
  4. Section IV, Followership/leadership requires feedback on resource utilization (e.g. time management, equipment, manpower, and budget), adherence to standards, communication skills, caring, respectful, and dignified environment (teamwork).
  5. Section V, Whole airman concept requires to assess how the airman adheres to Air Force core values.
  6. Additionally, this form requires authorized review from the additional rater, the unit commander/the military or civilian director/another reviewer, and the final evaluator. They state their branch of service and rank, the duty title, and certify if they concur with the initial performance assessment.

AF 910 Related Forms

Download AF Form 910 "Enlisted Performance Report (AB Thru TSgt)"

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ENLISTED PERFORMANCE REPORT (AB thru TSgt)
PRIVACY ACT STATEMENT
AUTHORITY: Title 10 United States Code (U.S.C.) 8013, Secretary of the Air Force; AFI 36-2406, and Executive Order 9397 (SSN), as amended.
PURPOSE: Used to document effectiveness/duty performance history; promotion; school and assignment selection; reduction-in-force; control roster;
reenlistment; separation; research and statistical analysis.
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. Not providing SSN may cause form to not be processed or to positively identify the person being evaluated
SORN: F036 AF PC A, Effectiveness/Performance Reporting Records
I. RATEE IDENTIFICATION DATA (Refer to AFI 36-2406 for instructions on completing this form)
2. SSN
3. RANK
4. DAFSC
1. NAME (Last, First, Middle Initial)
5. ORGANIZATION, COMMAND, AND LOCATION
6. PAS CODE
7. FDID
8. PERIOD OF REPORT (DD Mmm YYYY)
11. REASON FOR REPORT
Thru:
From:
II. JOB DESCRIPTION
1. DUTY TITLE
2. KEY DUTIES, TASKS, AND RESPONSIBILITIES (Primary and Additional Duties) (Minimum of 1 line, but limited to 4 lines)
III. PERFORMANCE IN PRIMARY DUTIES/TRAINING REQUIREMENTS (Using AFI 36-2618. The Enlisted Force Structure, as the standard of performance
expectations commensurate with the ratee's rank; assess to what degree the ratee complied with the following performance expectations.)
1. Task Knowledge/Proficiency: Consider the quality, quantity, results, and impact of the Airman's knowledge and ability to accomplish tasks. Initiative/
Motivation: Describes the degree of willingness to execute duties, motivate colleagues, and develop innovative new processes. Skill Level Upgrade Training:
Consider skill level awarding course, CDC timeliness completion, course exam results, and completion of core task training. Duty Position Requirements,
Qualifications, and Certifications: Consider duty position qualifications, career field certifications (if applicable), and readiness requirements. Training of
Others: Consider the impact the Airman made training others.
Not-Rated
Met some but not all expectations
Met all expectations
Exceeded some, but not all expectations
Exceed most, if not all expectations
2. COMMENTS (Minimum 1 line, but limited to 6 lines)
IV. FOLLOWERSHIP/LEADERSHIP
1. Resource Utilization (e.g. Time Management, Equipment, Manpower, and Budget): Consider how effectively the Airman utilizes resources to accomplish
the mission. Complies with/Enforces Standards: Consider personal adherence and enforcement of fitness standards, dress and personal appearance,
customs and courtesies, and professional conduct. 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. Caring,
Respectful, and Dignified Environment (Teamwork): Rate how well the Airman selflessly considers others, values diversity, and sets the stage for an
environment of dignity and respect; to include promoting a healthy organizational climate.
Not-Rated
Met some but not all expectations
Met all expectations
Exceeded some, but not all expectations
Exceed most, if not all expectations
2. COMMENTS (Minimum 1 line, but limited to 2 lines)
V. WHOLE AIRMAN CONCEPT
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. Personal and Professional Development: Consider the amount of effort the Airman devoted to improving themselves and
their work center/unit through education and involvement. Esprit De Corps and Community Relations: Consider how well the Airman promotes camaraderie,
embraces esprit de corps, and acts as an Air Force ambassador.
Not-Rated
Met some but not all expectations
Met all expectations
Exceeded some, but not all expectations
Exceed most, if not all expectations
2. COMMENTS (Minimum 1 line, but limited to 2 lines)
AF FORM 910, 20151130, V4
PREVIOUS EDITIONS ARE OBSOLETE
PRIVACY ACT INFORMATION: The information in this form is
Prescribed by: AFI 36-2406
FOR OFFICIAL USE ONLY. Protect IAW the Privacy Act of 1974.
ENLISTED PERFORMANCE REPORT (AB thru TSgt)
PRIVACY ACT STATEMENT
AUTHORITY: Title 10 United States Code (U.S.C.) 8013, Secretary of the Air Force; AFI 36-2406, and Executive Order 9397 (SSN), as amended.
PURPOSE: Used to document effectiveness/duty performance history; promotion; school and assignment selection; reduction-in-force; control roster;
reenlistment; separation; research and statistical analysis.
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. Not providing SSN may cause form to not be processed or to positively identify the person being evaluated
SORN: F036 AF PC A, Effectiveness/Performance Reporting Records
I. RATEE IDENTIFICATION DATA (Refer to AFI 36-2406 for instructions on completing this form)
2. SSN
3. RANK
4. DAFSC
1. NAME (Last, First, Middle Initial)
5. ORGANIZATION, COMMAND, AND LOCATION
6. PAS CODE
7. FDID
8. PERIOD OF REPORT (DD Mmm YYYY)
11. REASON FOR REPORT
Thru:
From:
II. JOB DESCRIPTION
1. DUTY TITLE
2. KEY DUTIES, TASKS, AND RESPONSIBILITIES (Primary and Additional Duties) (Minimum of 1 line, but limited to 4 lines)
III. PERFORMANCE IN PRIMARY DUTIES/TRAINING REQUIREMENTS (Using AFI 36-2618. The Enlisted Force Structure, as the standard of performance
expectations commensurate with the ratee's rank; assess to what degree the ratee complied with the following performance expectations.)
1. Task Knowledge/Proficiency: Consider the quality, quantity, results, and impact of the Airman's knowledge and ability to accomplish tasks. Initiative/
Motivation: Describes the degree of willingness to execute duties, motivate colleagues, and develop innovative new processes. Skill Level Upgrade Training:
Consider skill level awarding course, CDC timeliness completion, course exam results, and completion of core task training. Duty Position Requirements,
Qualifications, and Certifications: Consider duty position qualifications, career field certifications (if applicable), and readiness requirements. Training of
Others: Consider the impact the Airman made training others.
Not-Rated
Met some but not all expectations
Met all expectations
Exceeded some, but not all expectations
Exceed most, if not all expectations
2. COMMENTS (Minimum 1 line, but limited to 6 lines)
IV. FOLLOWERSHIP/LEADERSHIP
1. Resource Utilization (e.g. Time Management, Equipment, Manpower, and Budget): Consider how effectively the Airman utilizes resources to accomplish
the mission. Complies with/Enforces Standards: Consider personal adherence and enforcement of fitness standards, dress and personal appearance,
customs and courtesies, and professional conduct. 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. Caring,
Respectful, and Dignified Environment (Teamwork): Rate how well the Airman selflessly considers others, values diversity, and sets the stage for an
environment of dignity and respect; to include promoting a healthy organizational climate.
Not-Rated
Met some but not all expectations
Met all expectations
Exceeded some, but not all expectations
Exceed most, if not all expectations
2. COMMENTS (Minimum 1 line, but limited to 2 lines)
V. WHOLE AIRMAN CONCEPT
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. Personal and Professional Development: Consider the amount of effort the Airman devoted to improving themselves and
their work center/unit through education and involvement. Esprit De Corps and Community Relations: Consider how well the Airman promotes camaraderie,
embraces esprit de corps, and acts as an Air Force ambassador.
Not-Rated
Met some but not all expectations
Met all expectations
Exceeded some, but not all expectations
Exceed most, if not all expectations
2. COMMENTS (Minimum 1 line, but limited to 2 lines)
AF FORM 910, 20151130, V4
PREVIOUS EDITIONS ARE OBSOLETE
PRIVACY ACT INFORMATION: The information in this form is
Prescribed by: AFI 36-2406
FOR OFFICIAL USE ONLY. Protect IAW the Privacy Act of 1974.
RATEE NAME:
VI. OVERALL PERFORMANCE ASSESSMENT (Overall assessment of performance
during rating period commensurate with Sections III-V.)
Met some but not all expectations
Met all expectations
Exceeded some, but not all expectations
Exceed most, if not all expectations
Not-Rated
VII. RATER INFORMATION (
)
Signature signifies this is an unbiased assessment and all ACA feedback sessions were completed as required per AFI 36-2406
DUTY TITLE
DATE
NAME, RANK, BRANCH OF SERVICE, ORGN, CMD, AND LOCATION
SSN
SIGNATURE
VIII. ADDITIONAL RATER'S COMMENTS
CONCUR
NON-CONCUR
1. COMMENTS (Comments are optional unless required for Referral; if not used, state "This Section Not Used") (Minimum of 1 line, but maximum of 2 lines)
DUTY TITLE
DATE
NAME, RANK, BRANCH OF SERVICE, ORGN, CMD, AND LOCATION
SSN
SIGNATURE
IX. UNIT COMMANDER/MILITARY OR CIVILIAN DIRECTOR/OTHER AUTHORIZED
CONCUR
NON-CONCUR
REVIEWER'S COMMENTS
1. COMMENTS
2. FUTURE ROLES
1.
2.
3.
3. PROMOTION ELIGIBLE
5. QUALITY FORCE REVIEW
(Ratee's personnel record has
4. THIS IS A REFERRAL REPORT
been reviewed for quality force indicators during the reporting period)
(Promotion eligibility as-of closeout date)
6. PROMOTION RECOMMENDATION (Completed by Forced Distribution Authority only when member is TIG/TIS promotion eligible on EPR closeout date)
DO NOT PROMOTE
NOT READY NOW
PROMOTE
MUST PROMOTE
PROMOTE NOW
NAME, RANK, BRANCH OF SERVICE, ORGN, CMD, AND LOCATION
DUTY TITLE
DATE
SSN
SIGNATURE
X. FUNCTIONAL EXAMINER/AIR FORCE ADVISOR
FUNCTIONAL EXAMINER
AIR FORCE ADVISOR
(Indicate applicable review by marking the appropriate box)
DUTY TITLE
DATE
NAME, RANK, BRANCH OF SERVICE, ORGN, CMD, AND LOCATION
SSN
SIGNATURE
XI. REMARKS (Only use this section to spell out uncommon acronyms or to place required comments IAW AFI 36-2406.)
I acknowledge all required ACA feedback was accomplished during the reporting period and feedback was provided
upon receipt of this report (unless otherwise stated above).
SIGNATURE
DATE
AF FORM 910, 20151130, V4
PRIVACY ACT INFORMATION: The information in this form is
PREVIOUS EDITIONS ARE OBSOLETE
FOR OFFICIAL USE ONLY. Protect IAW the Privacy Act of 1974.
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