Air Force Evaluations (EPR): Complete Writing Guide and Rating System 2025

Air Force Enlisted Performance Reports (EPRs) are critical documents that shape your career trajectory and promotion potential. Understanding the rating system, writing techniques, and evaluation process can dramatically impact your advancement opportunities.

Quick Answer: Air Force EPRs use a 5-point scale with forced distribution (only top 5% get “5” ratings). Effective bullet writing using the “Action-Impact-Result” format is essential for strong evaluations.

📊 Air Force EPR System Overview

🎯 Purpose of Air Force EPRs:

Promotion consideration: Primary factor for enlisted advancement boards
Performance documentation: Official record of duty performance
Professional development: Identifies strengths and improvement areas
Assignment matching: Influences PCS assignments and special duties
Recognition platform: Documents exceptional performance and achievements

📅 EPR Reporting Periods:

Annual EPRs: Standard 12-month reporting period
Close-out EPRs: When PCSing or changing supervisors
Referral EPRs: For substandard performance documentation
Supplemental EPRs: To update or correct previous evaluations

🏆 Air Force EPR Rating Scale

Numeric Performance Ratings:

5 – Truly Outstanding: Reserved for absolute top performers (5% maximum)
4 – Exceeds Most, if not all, Expectations: Strong performers (10% maximum)
3 – Meets Most, if not all, Expectations: Solid performers (majority)
2 – Does Not Meet Some Expectations: Below standards
1 – Does Not Meet Expectations: Unsatisfactory performance

📈 Forced Distribution Impact:

Promotes competition: Only limited “5” and “4” ratings available
Differentiates performance: Forces identification of top performers
Strategic implications: Timing and peer group affect rating potential
Career impact: Pattern of ratings influences promotion boards

✍️ Air Force EPR Structure

Section I – Job Knowledge, Performance and Conduct:

Technical expertise: AFSC knowledge and skill proficiency
Job performance: Quality and quantity of work output
Professional conduct: Military bearing and standards compliance
Adaptability: Performance in changing or challenging conditions

Section II – Leadership, Followership, and Management:

Leadership ability: Influencing and directing others
Followership skills: Supporting leaders and mission accomplishment
Management capability: Resource and process management
Mentoring: Developing subordinates and peers

Section III – Significant Self-Improvement:

Professional development: Military education and training
Civilian education: Degree programs and certifications
Physical fitness: PT scores and fitness program participation
Community involvement: Base and local community activities

Section IV – Unit or Organization Improvement:

Process improvement: Efficiency and effectiveness enhancements
Innovation: Creative solutions and new approaches
Cost savings: Resource optimization and waste reduction
Team building: Morale and cohesion improvements

📝 EPR Bullet Writing Techniques

🎯 Action-Impact-Result (AIR) Format:

Action: What the member did (strong action verb)
Impact: How it affected the mission/unit (specific details)
Result: Quantifiable outcome or benefit achieved

💪 Strong EPR Bullet Examples:

Leadership: “Led 12-person maintenance team; increased aircraft availability 15%–enabled 98% mission success rate”
Innovation: “Developed new inspection checklist; reduced processing time 30%–saved unit 240 manhours annually”
Training: “Trained 25 Airmen on new procedures; achieved 100% certification rate–exceeded AF standard by 20%”
Recognition: “Selected as NCO of the Quarter from 45 competitors; recognized for exceptional leadership/performance”

🔢 Quantifying Impact:

Numbers: Personnel managed, tasks completed, hours saved
Percentages: Improvement rates, efficiency gains, error reductions
Dollars: Cost savings, budget management, resource optimization
Timeframes: Completion ahead of schedule, rapid response times
Comparisons: Exceeding standards, outperforming peers/units

❌ Weak EPR Bullet Mistakes:

Passive language: “Was responsible for…” instead of active verbs
Vague statements: “Performed duties” without specific examples
No impact: Actions without measurable results
Generic bullets: Could apply to anyone in the AFSC
Poor grammar: Fragments, run-on sentences, typos

🎖️ EPR Strategy for Promotion

📊 Promotion Board Evaluation:

Performance consistency: Pattern of strong ratings across multiple EPRs
Leadership progression: Increasing responsibility and scope
Professional growth: Education, training, and certification advancement
Whole Airman Concept: Balance of job performance, leadership, and development

🏅 Building a Competitive Record:

Seek challenging assignments: Volunteer for difficult or high-visibility tasks
Document everything: Maintain detailed records of achievements
Professional military education: Complete PME on time or early
Civilian education: Pursue degree programs and professional certifications
Community involvement: Participate in base and local activities

📋 EPR Writing Timeline

🗓️ EPR Process Schedule:

60 days out: Initial counseling and goal setting
45 days out: Achievement documentation and input gathering
30 days out: Draft EPR preparation and review
15 days out: Coordination and approval process
EPR closeout date: Final submission and rating assignment

👥 EPR Review Chain:

Ratee: Provides input and self-assessment
Rater: Direct supervisor writes initial evaluation
Additional Rater: Next level supervisor reviews and concurs
Commander: Final approval and rating determination

📈 Air Force Promotion Considerations

🎯 Promotion Board Factors:

EPR ratings (40%): Performance trends and peak ratings
Decoration points (15%): Awards and recognition received
PME completion (20%): On-time professional military education
TIG/TIS points (15%): Time in grade and service
Specialty experience (10%): AFSC knowledge and expertise

📊 EPR Impact on Promotion:

“5” ratings: Significant competitive advantage
“4” ratings: Above-average promotion potential
“3” ratings: Competitive if consistent and well-written
“2” or “1” ratings: Serious obstacles to advancement

🔧 Common EPR Mistakes

❌ Rater Errors:

Inflation: Giving higher ratings than performance warrants
Insufficient documentation: Weak bullets without specific examples
Last-minute preparation: Rushing the evaluation process
Bias: Allowing personal preferences to influence ratings
Generic writing: Using template bullets without customization

❌ Ratee Preparation Mistakes:

Poor record keeping: Unable to provide achievement details
Passive participation: Not engaging in the evaluation process
Limited perspective: Only focusing on primary duty accomplishments
Late submissions: Missing deadlines for input and feedback
Unclear goals: Not understanding expectations or standards

💡 EPR Enhancement Strategies

📚 Professional Development Actions:

Complete PME early: Finish professional military education ahead of schedule
Pursue higher education: Work toward associate, bachelor, or advanced degrees
Earn certifications: Obtain industry credentials relevant to your AFSC
Cross-training opportunities: Gain experience in multiple specialties
Language training: Develop foreign language capabilities

🏆 Leadership and Recognition:

Volunteer leadership: Take charge of projects and initiatives
Mentoring roles: Guide and develop junior Airmen
Special duties: Recruiting, MTI, first sergeant opportunities
Awards programs: Compete for quarterly and annual recognition
Professional organizations: Join and lead Air Force associations

📝 EPR Writing Resources

📖 Official References:

AFI 36-2406: Officer and Enlisted Evaluation Systems
AF Form 910: Enlisted Performance Report form
EPR Writer’s Guide: Official Air Force writing guidance
MyPers: Online personnel resources and tools

💻 Helpful Tools:

EPR Builder tools: Online bullet formatting applications
Thesaurus resources: Action verb databases
Performance databases: Example bullets and achievements
Grammar checkers: Writing quality improvement tools

🎯 Success Tips for Strong EPRs

💼 For Ratees:

Document continuously: Keep running log of accomplishments
Quantify everything: Track numbers, percentages, and outcomes
Seek feedback regularly: Don’t wait for formal counseling
Exceed expectations: Go beyond minimum requirements consistently
Communicate proactively: Keep supervisors informed of progress

👨‍💼 For Raters:

Observe throughout period: Don’t rely on recent memory only
Take detailed notes: Document specific examples and achievements
Use rating scale properly: Differentiate performance levels accurately
Write compelling bullets: Tell the story of performance and impact
Provide developmental feedback: Help Airmen improve and grow

📋 EPR Quality Checklist

✅ Content Review:

✅ Each bullet follows Action-Impact-Result format
✅ Achievements are quantified with specific numbers/percentages
✅ Language is active and compelling
✅ Examples are specific to the individual
✅ Performance level matches assigned rating

✅ Technical Review:

✅ Grammar and spelling are correct
✅ Formatting follows AF standards
✅ Acronyms are properly defined
✅ Bullet length is appropriate
✅ All required sections are completed

✅ Strategic Review:

✅ EPR supports promotion goals
✅ Performance pattern shows growth
✅ Whole Airman Concept is demonstrated
✅ Future potential is evident
✅ Competitive advantage is clear

🚀 Future EPR Success

📈 Long-term Career Strategy:

Set progressive goals: Plan achievements for each EPR period
Build diverse experience: Seek varied assignments and responsibilities
Maintain high standards: Consistent excellence across all areas
Develop others: Focus on leadership and mentoring opportunities
Stay current: Keep up with Air Force changes and best practices

Air Force EPRs are powerful career tools that require strategic thinking, detailed preparation, and effective communication. By understanding the system, mastering bullet writing techniques, and consistently performing at high levels, Airmen can maximize their promotion potential and career advancement opportunities.

Remember: EPRs don’t just document what you’ve done—they tell the story of your potential for future leadership and responsibility. Approach each evaluation period as an opportunity to demonstrate your value to the Air Force and your readiness for the next level of service.