Fill Af Form a, download blank or editable online. Sign, fax and printable from PC, iPad, tablet or mobile with PDFfiller ✓ Instantly ✓ No software. Try Now!. CIVILIAN RATING OF RECORD. (Please read Privacy Act Statement on reverse before completing this form.) EMPLOYEE (Last Name, First, Middle Initial). SSN. Examples of Air Force Form A, CIVILIAN RATING OF RECORD, bullets.

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Civilian Appraisals

The possibility of personal animosity or insecurity is suggested by: To contribute, copy and paste into the form below or send to editor airforcewriter. On November 13,Fallaw, in her capacity as Richardson’s second-level supervisor on the military side, signed off as the “indorser” on an “Enlisted Performance Report” on Richardson’s performance of her duties as a “TSGT” and aircraft stuctural maintenance journeyman G. Richardson received an overall rating of “Fully Successful.

It contains a set of ratings and comments by Msgt. Smith lead unit in boom nozzle and ice shield rebuild on ACFT -Always ready to step up to cover short notice and back to back TDY’s -He readily leads others and actively participates in launching, recovering and inspections of aircraft -Mr. Richardson’s “Work Productivity” suffered to some extent, according to Fallaw, from her lack of a sense of urgency with respect to some deadlines.

Whether or not one believes that she justified the scores satisfactorily in her testimony, it was part of the General Counsel’s burden to show that those scores were, at least in part, a response to Richardson’s protected activities. In these cases, the evidence included expressions of hostility toward protected activities, other strongly suggestive circumstances, or both. Department of Agriculture, U. On April 26,Fallaw gave Richardson her annual appraisal for the year ending March 31, As stated at the beginning this Decision, the task of proving that an employee’s performance appraisal ratings were lowered because of that employee’s protected activities is a difficult one.

The Authority has found a prima facie showing of discrimination where the appraising supervisor, in comments to the appraised employee, connected the employee’s protected activities with the performance that was being evaluated, U.

Fallaw sought more specific information from both Longman and Childers regarding their recommended appraisals, but received none. The appraisal raters had been the immediate supervisors who assigned and evaluated Richardson’s work. Nor does it pass on the fairness of the ratings. Protecting rights and facilitating stable relationships among federal agencies, labor organizations, and employees while 80a an effective and efficient government through the administration fotm the Federal Service Labor-Management Relations Statute.


She also perceived that Richardson underperformed with respect to facilitating the continuity of work on each of her projects by those replacing her on the next work shift. The General Counsel has undertaken the difficult task of showing that an employee’s performance appraisal ratings were lowered because of her protected activities.

Air Force Form A Example Bullets

Neither animus nor a propensity to retaliate can be presumed merely because one does not expect Fallaw to have welcomed this honor. For example, there is good reason to believe that the relatively low scores for “Working Relationships” and “Communications” were influenced by Fallaw’s dislike of the manner in which Richardson interacted with her on work-related matters. Longman’s appraisal, which covered the nine months up to Januarygave Richardson an overall performance rating of “Excellent” based on ratings of “Exceeded” on four of the six critical performance elements, compared to three out of six given by Fallaw.

Fallaw again held an appraisal interview with Richardson when she gave her the AF Form A for Chief Master Sergeant Wesley Freeman, Fallaw’s reviewing official on this appraisal, testified credibly that Fallaw, in discussing the appraisal for his consideration, cited in connection with “Communication” that Richardson had failed to report safety hazards to her supervisors, as she was required to do, but instead filed safety reports on her own.

At some point a regulatory change required that the person in Fallaw’s position serve as the rating official although she did not work as closely with Richardson as the immediate working-level supervisors did Tr.

AF Form 860A Example Bullets

However, if this is an inconsistency it is not one that suggests an improper motive. Such a change is somewhat inconsistent with a plan to retaliate against Richardson, and supports the view that Fallaw called her own shots without any predisposition.

Richardson asked Fallaw whether this related to her Union position. AT-CA as mentioned above. Similarly, it is not to be presumed that Fallaw consciously “lowered” Richardson’s numerical scores, or that, absent antiunion motivation, her assessment of Richardson’s performance must have remained the same from year to year. The General Counsel relies heavily but unpersuasively on the timing of the appraisal.

Richardson asked again whether the “Met” ratings on some of the “performance elements” were due to her union activities, and Fallaw said again that they were not.

Richardson asked Fallaw if the last sentence had anything to do with her union activity. Smith has developed a streamlined process for completing shift turn over within his shop -He created several post deployment financial reimbursements worksheets -Nuclear certified equipment monitor guaranteed Zero Defects in wing weapons safety inspection -He always ready to step up and help other shops get the job done -Constantly a go to technician for hydraulic system information across the maintenance group -Mr.


af form –

Corm that pre- Letterkenny case, the Administrative Law Judge had recommended dismissing the complaint on the basis that, assuming that the General Counsel had established a prima facie case, the respondent had established what would now be considered a Letterkenny affirmative defense. Instead of fixed categories of ratings, however, this worksheet calls for the rater to place a mark in the appropriate position on a horizontal line representing the individual’s need for improvement in each of the designated performance areas.

What I am saying is that any fodm bias might have included one, the other, both, or neither, and that the evidence that an antiunion-based bias played any role ac not preponderate. She advises the supervisor what she needs the time for and for how long, and completes the standard official time form to account for the time. Fallaw answered that Richardson “would go outside of my chain of command and not use my chain of command,” but gave Richardson no examples of that conduct Tr.

Richardson questioned Fallaw about why was rated “Met” and not “Exceeded” on a critical performance element called “Communications Discipline” G. Fallaw had been in a supervisory position with forrm to Richardson’s civilian position for only the last six months of the appraisal year. Richardson also serves as the elected executive vice-president of the Charging Party the Unionits woman’s coordinator, and ag shop steward for the “Fabrication Flight” plant.

Exceptions and cross-exceptions to that Decision have been filed, and the case is pending before the Authority.

Click here for more information. The Authority, however, treated the case in effect as one in which the General Counsel had not established a prima facie case. Fallaw explained Richardson’s score of “6” on “Working Relationships” the same as in the previous year with the observation that she got along with some people but “had great difficulty getting along with others” and was weak in her sensitivity to fellow workers Tr.

However, there were no exceptions to the findings quoted above, and I find it appropriate to take official notice of gorm for purposes of presenting a more complete picture of the background to the instant case.

On cross-examination, over the General Counsel’s objection, counsel elicited from Richardson that she filed 12 “EEO cases.